If you're like most HR professionals, you've been scrambling in recent months to pull your organization in line with the Labor Department's new rules defining which employees are eligible for overtime pay.
Summary: Employees earning below $23,660 annually ($455 a week) now automatically qualify for overtime pay, and almost any employee earning more than $100,000 annually is now not eligible for overtime. For employees earning between those two amounts, the new rules rewrote the confusing "duties tests" that help you decide who qualifies for overtime and who's exempt.
Those regulations have sparked many questions. Here are answers to three of the most common questions we've received:
1. What's a 'safe-harbor' policy, and does our organization need one?
Suffice it to say: You need it.
The new regulations create a defense for employers who have made improper deductions from an (register to read more)'s salary. To t...
- Do the math before taking action <br/> against employee on FMLA leave
- When terminating, you don't have to be right as long as you're reasonable
- Totally disabled employees aren't eligible for job accommodations
- Get your piece of the pie: 8 best tax breaks in the stimulus law
- Check your pay rates! Obvious male/female disparity is probably 'willful' discrimination