Sessions

On May 18, 2016, the U.S. Department of Labor announced the final regulations revising the “white collar” overtime exemptions.  The final rule: sets the minimum salary level for exemption at $47,476 ($913/week) and the salary level for the highly compensated test at $134,004; provides for automatic increases in the salary levels after three years (beginning Jan. 1, 2020; and allows employers to count any bonuses paid on at least a quarterly basis toward 10% of the minimum salary level. This session will begin with a brief review of the final rule and then provide guidance on the steps employers need to take to comply by December 1st.  Based on a hypothetical group of exempt employees earning less the new minimum salary level, we will use a detailed reclassification work plan to walk through all of the decisions and action items necessary to ensure compliance with the DOL’s final rule.