A federal court’s decision last week to temporarily slam the brakes on regulations overhauling the salary threshold for overtime pay left many employers scratching their heads. Many had already implemented changes to comply with the new salary threshold—which rose to $913 per week, up from $455—by Dec. 1.
The big question: “OK, what do we do now?” Here are some suggestions.
Show them the money
If you’ve already raised employees’ salaries to comply with the now suspended regs, you can rescind them. Watch out for two landmines here.
Landmine No. 1: Could there possibly be anything worse for morale, especially at the start of the holiday season?
Landmine No. 2: You will have a problem if the trial court’s temporary injunction is reversed retroactively.
Think twice before clawing back those pay raises.
What’s the message for employees? You’re going to get more money. We may just call it something else.
For example, you could tu...(register to read more)