The U.S. Department of Labor recently unveiled proposed revisions to the Fair Labor Standards Act (FLSA) that could have significant implications for HR professionals and employers. If these revisions are ultimately approved, it will necessitate employers to provide overtime pay to a larger number of employees.
Under the FLSA, non-exempt employees are entitled to overtime compensation at a rate of 1.5 times their hourly wage for hours worked beyond 40 in a workweek. However, there exists an exemption in FLSA for an employee classified as a "bona fide executive, administrative, or professional" (commonly referred to as white-collar employees). Meeting this exemption requires satisfying three specific criteria: (1) the employee must receive a predetermined, unchanging salary not subject to reductions (known as the salary basis test); (2) this salary must meet a specified minimum threshold (the salary level test); and (3) the employee's primary job responsibilities must align with executive, administrative, or professional duties as defined by the applicable regulations (the duties test).
Of particular note is the salary level test, a pivotal factor in determining overtime eligibility. Currently, to be exempt from federal overtime requirements, an employee must earn a salary exceeding $35,568. The proposed revisions aim to raise this salary threshold significantly to $1,059 per week or $55,068 annually. Consequently, fewer lower-paid white-collar employees would qualify for the exemption under the new rules.
In light of these potential changes, it is crucial for employers to closely monitor the proposed rules and be prepared to reevaluate employee classifications based on the updated salary levels if necessary. Staying informed and proactive is key for HR professionals navigating these evolving rules.
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