Overtime Labor Laws
Federal overtime laws, designed to help end the exempt vs. non-exempt debate, have made things worse. To non-exempt and exempt employees, labor laws continue to confuse.
Business Management Daily can help you comply with federal overtime laws. Learn when you have to pay overtime, and when you don’t.
Having trouble getting senior management to take the new overtime regulations seriously? If executives seem to believe they can wait to get serious, scare them straight with these warnings.
Who handles the recruiting in your company?
When the Department of Labor released the final overtime regulations last month, the agency also put out extensive guidance on how to account for hours worked. The DOL suggested that employers and employees can simply agree on a set schedule, with the understanding that employees would report any deviations from the usual to their boss.
The new Department of Labor overtime rules will change the way many employers do business. On the other hand, there’s much that did not change.
Under the recently passed Minneapolis Sick and Safe Time Ordinance, starting July 1, 2017, employers must allow employees to accrue up to 48 hours of “sick and safe time” each year.
Follow this timeline to stay on track with the new overtime regulations.
Some states will see more than 4% of workers be newly eligible for OT under the new labor rules.
Following two years of development and debate, the U.S. Department of Labor in May released a sweeping overhaul of the regulations for paying overtime to exempt, white-collar employees.
The new overtime rules for white-collar employees could force some employers to reconsider allowing part-time work for exempt staff—or to seek ways to reclassify those positions as nonexempt.
The Department of Labor’s new overtime rules for exempt employees allow employers to partially satisfy the salary threshold ($47,476 per year or $913 per week) by including up to 10% of nondiscretionary bonuses and other incentive payments in exempts’ salary. What counts as a nondiscretionary bonus?