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
- Internal thefts and background checks: What if employees withhold consent?
- Quit guessing at training ROI: Use this simple formula instead
- Giving references: Limiting info is still safest policy
- Act fast to stop racial comments (but don't fear lawsuit if they're isolated)