Penultimate People Consulting’s Post

📢 Big Changes Ahead for Overtime Regulations! Are You Prepared? 📢 A new overtime rule is set to significantly increase salary thresholds for white-collar exemptions, with automatic increases to follow. Employers should act now and not delay compliance due to potential litigation, as courts can be unpredictable. To qualify for exemptions, employees must meet both the salary threshold and a duties test, and part-time status doesn’t exempt from overtime if over 40 hours are worked. Review job classifications, align with state requirements, and ensure consistent compliance to avoid legal issues. Learn more here: https://lnkd.in/gxNiQpEg #OvertimeRegulations #HRCompliance #WorkplaceLaw #HR #FLSA #EmployeeManagement #LegalUpdates #EmploymentLaw #LaborRegulations #HRStrategy #BusinessCompliance #WorkplacePolicies #EmployeeRights #CompensationWorks

📢 Update on the U.S. Department of Labor’s New Overtime Rule! Two recent lawsuits in Texas and a Congressional resolution are challenging the DOL’s new overtime rule, aiming to block its implementation. The rule proposes raising the salary threshold for white-collar exemptions from overtime requirements in two phases: from $35,568 to $43,888 per year on July 1, 2024, and to $58,656 per year on January 1, 2025. 🔹 Lawsuit Claims Rule Improperly Issued: Filed by the New Civil Liberties Alliance in the Northern District of Texas, this lawsuit alleges the rule was improperly issued by Acting Labor Secretary Julie Su, who hasn’t been Senate-confirmed. 🔹 Authority Challenge: Texas argues the DOL lacks authority to add a minimum salary requirement to the white-collar exemption and claims the rule is unconstitutional as applied to states. 🔹 Business Groups' Challenge: Business groups, including the American Hotel and Lodging Association, argue the rule ignores previous court rulings, focusing too much on salary rather than job duties. 🔹 Congressional Resolution: Rep. Tim Walberg has sponsored a resolution to nullify the rule, but it faces slim chances of passing due to the likelihood of a presidential veto. Stay informed about these developments and their potential impact on employers and employees. 💼 #LaborLaw #OvertimeRule #USDOL #WhiteCollarExemption #SalaryThreshold #EmploymentLaw #BusinessCompliance #WageCompliance #TRIHRA #WorkplaceRegulations #LegalChallenge https://lnkd.in/gVadh44S

🚨 Breaking News: DOL Issues Final Overtime Rule 🚨 The Department of Labor has released a final rule increasing salary requirements for executive, professional, and administrative (EAP) exemptions, and for highly compensated employees (HCE). This pivotal update will impact many organizations. Stay informed to ensure compliance and effective planning. A special thanks to our friends at Ruder Ware for keeping us informed! #HumanResources #BusinessNews #OvertimeRule #DepartmentOfLabor

According to the Society for Human Resource Management (SHRM), “While the Fair Labor Standards Act (FLSA) requires that most employees be paid overtime, it also exempts several categories of positions from that requirement. Employees who are eligible for overtime are classified as ‘nonexempt,’ and those who are not eligible are ‘exempt.’ The most common types of exemptions from overtime are often referred to as the ‘white-collar exemptions,’ and they include executive, administrative, professional, outside sales and certain computer-related occupations.” With this in mind, what percentage of workers in your organization do you anticipate qualify for “white-collar exemptions” from the new Overtime Rule? https://buff.ly/3xAbBQf? #SHRM #WhiteCollarExemptions

According to the Society for Human Resource Management (SHRM), “While the Fair Labor Standards Act (FLSA) requires that most employees be paid overtime, it also exempts several categories of positions from that requirement. Employees who are eligible for overtime are classified as ‘nonexempt,’ and those who are not eligible are ‘exempt.’ The most common types of exemptions from overtime are often referred to as the ‘white-collar exemptions,’ and they include executive, administrative, professional, outside sales and certain computer-related occupations.” With this in mind, what percentage of workers in your organization do you anticipate qualify for “white-collar exemptions” from the new Overtime Rule? https://buff.ly/3xAbBQf? #SHRM #WhiteCollarExemptions

The Department of Labor's new overtime rule for white collar exemptions is still set to be effective July 1st, but there are efforts to delay it. Even though they were given little time, employers cannot count on more time until it is granted. Please consult your employment lawyers and be prepared. #employmentlaw #employmentlawyer.

Last Wednesday I participated in SHRM Government Affairs' update on the U.S. Department of Labor's proposed overtime rule impacting more than 3 million workers. Here's a link to a SHRM article detailing the proposed rule: https://lnkd.in/e-EJA7SY Here's a link to the webinar: https://lnkd.in/eidZZSn2

Besides listening to the podcast on this topic I posted a few weeks ago, here is an exceptional article with frequently asked questions on the new law, beginning July 1, 2024 on Overtime Rule!!

📰 Read Alert: Legal Challenge of Overtime Rule Is Likely 📰 Attention HR professionals! The latest article from SHRM sheds light on the potential legal challenges surrounding the new overtime rule. With lawsuits looming, the question of compliance timing is on everyone's mind. In a nutshell: Waiting until the last minute to comply isn't the wisest move. Find out why in this insightful piece. Read the full article here: https://lnkd.in/eUhict2x Stay informed, stay proactive! 💡 #HR #OvertimeRule #Compliance #SHRM

“The July 1 effective date for the initial increase to the overtime rule’s salary threshold for white-collar exemptions is fast approaching, and 88 business groups have asked the U.S. Department of Labor (DOL) for more time to comply with the regulation.” The groups want a couple more months to comply. What about YOUR organization? Is it on target to meet the July 1 deadline? How much disruption do you expect as the deadline approaches? Is your org seeking outside help to comply? #SHRM #OvertimeRule