Issue: The Labor Department has finalized rules that redefine which employees are eligible for overtime pay.
Benefit/risks: Clearer rules should cut your misclassification risks, but you face a steep learning curve, and possibly, higher overtime costs.
Action: Take steps to ready your organization for the changes the new rules will demand.
The long wait is over. Now, it's time for you to act.
More than a year after proposing changes to the rules that define which employees are eligible for overtime pay, the Labor Department has issued final rules effecting those changes.
As a result, by this August, you'll need to analyze each white-collar position in your organization to see how it fits under the new Fair Labor Standards Act () definitions of " " (not eligible for overtime) and " " (eligible for overtime).
What changed? Labor redefined the "salary test" and the n...(register to read more)