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 issued final rules in April.
As a result, you should be analyzing 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). The new rules are scheduled to take effect Aug. 23.
Don't play "chicken" with Congress. Still, opponents of the new rules aren't giving up. They succeeded in early May in winning passage of a Senate amendment that would block the new rules from taking effect. But that amendment still requires approval of the House and the president, which is highly unlikely.
As a result, you shouldn't take a "wait-and-see" approach on these rules. Continu...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 5 N.J. employers listed as 'Best Companies to Work For'
- Discipline meetings: 4 tips to do them right
- Institute strict 'no race talk' policy to help minimize harassment claims
- Erase ideas of 'implied contract' with repeated at-will statements