Katie Trenholm’s Post

The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out our blog to read our HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." And contact us for support with your company’s evaluation of employees’ exempt status or other wage and hour topics, hr@employco.com. https://ow.ly/WLmS30sCKXy #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out our blog to read our HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." And contact us for support with your company’s evaluation of employees’ exempt status or other wage and hour topics, hr@employco.com. #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out Employco USA, Inc. HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." We are happy to provide assistance with your company’s evaluation of employees’ exempt status or other wage and hour topics. https://ow.ly/XpQj30sE8fT #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as “non-exempt” and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as “exempt” from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption. Check out our blog to read our HR compliance bulletin on "Best Practices for Reclassifying Employees as Non-exempt." And contact us for support with your company’s evaluation of employees’ exempt status or other wage and hour topics, hr@employco.com. https://ow.ly/PirJ30sCsgH #flsa #fairlaborstandardsact #minimumwage #overtimepay #exemptemployees #nonexemptemployees #hrcompliance #employeeclassification #wageandhour #humanresources #hr

On April 23, 2024, the U.S. Department of Labor (DOL) released its much-anticipated final rule related to federal overtime guidelines under the Fair Labor Standards Act (FLSA), marking a significant shift in the landscape of employee compensation. Effective July 1, 2024, the minimum salary for exemption from overtime as an executive, administrative, or professional employee will increase from $684 per week ($35,568 annualized) to $844 per week ($43,888 annualized). On January 1, 2025, this threshold will further increase to $1,128 per week ($58,656 annualized). The rule also raises the minimum total annual compensation level for exemption as a "highly compensated employee" from $107,432 to $132,964 effective July 1, 2024, and to $151,164 effective January 1, 2025. These thresholds will continue to be adjusted every three years starting July 1, 2027, based on current earnings data. The impact of these changes is significant. The DOL projects that the 2025 increase alone will impact three million workers. With the effective date fast approaching, employers in Michigan and across the country need to be prepared. In a new article on the Dalton & Tomich website, I dive into the key aspects of the DOL’s final rule, providing employers with essential information for complying with the new guidelines.

For those who have not seen the US Department of Labor Final Rule on Overtime Protections, read below. https://lnkd.in/e5SqmUXw The final rule will increase the standard salary level and the highly compensated employee total annual compensation threshold on the rule’s effective date on July 1, 2024, and on January 1, 2025, when changes in the methodologies used to calculate these levels become applicable. The final rule also provides for future updates of these levels every three years to reflect current earnings data. This change will require strategic planning on the human resource/people side of your business as it will impact all employees either directly or through perceived impact. Be prepared.

New Department of Labor overtime rule impacts salary thresholds for exempt employees. Stay compliant with our recent blog post 👇 https://lnkd.in/g-CSj7WF The rule raises salary minimums for executive, administrative, professional & highly compensated employees starting July 1, 2024. Get ahead with our compliance guidance and personalized solutions. #overtimerules #employmentlaw #compliance #salarythresholds #exemptstatus

The new US Labor Department rule that expands overtime pay eligibility under federal law will have a significant impact on small business owners. The new rule changes the salary threshold used to determine whether a worker is exempt from overtime pay so that workers making less than $58,656 are automatically owed time-and-a-half wages. Small business owners will need to spend valuable time evaluating their workforce to properly adjust salaries or reclassify employees in accordance with this complicated mandate. Business groups have warned that the policy change will unreasonably drive up payroll costs, which will create an additional burden on small business owners. #DontDoItOnYourOwn #EducateYourself #WhatIs #PEO #ADPTotalSource

Exempt and non-exempt are classifications under the Fair Labor Standards Act (FLSA). That’s the federal law requiring that most employees receive at least minimum wage for each hour worked and overtime pay for hours worked over... https://hubs.la/Q02Cld020 #payroll #hr #humanresources #employees #hrsolutions #benefits #employeeengagement #safety #traininganddevelopment #compliance

New DOL overtime rule impacts salary thresholds for exempt employees. Stay compliant with our recent blog post 👇  https://hubs.ly/Q02x5T9N0 The rule raises salary minimums for executive, administrative, professional & highly compensated employees starting July 1, 2024. Get ahead with our compliance guidance and personalized solutions.  #overtimerules #employmentlaw #compliance #salarythresholds #exemptstatus