Less than a month away from the impending FLSA changes to overtime rules, employers and HR managers should be informed about the various FLSA exemptions included under the DOL’s exempt duties for white collar workers. The main exemptions include the FLSA learned professional exemption, creative professional exemption, executive exemption, administrative exemption, and computer exemption.
November is here and everything year-end seems to be right around the corner. But before we dive into holiday mode or open enrollment, let's look back on what happened in HR in October. FLSA changes to overtime rules are just a month away, the blacklisting rule has been temporarily blocked, the EEOC gives us a heads up on what to expect in the coming years, and HR women could be the happiest of all women in the workplace.
Before we get too lost in our PSLs and flannel shirts, let's talk about September. What a month in the world of HR! Employers ill-prepared for FLSA changes, a bill to help close the wage gap, mismatched perceptions between employees and their employers, and a whole week to celebrate payroll!
Get ready for the latest HR news, trends, and updates from the Fuse HR Roundup!
The changes to overtime rules will affect more than four million workers in the US. Workers with FLSA exempt status will become nonexempt and eligible for FLSA coverage. This is great news for employees! Right?
Not every employee will see it that way.
The new overtime rules don’t automatically mean these four million employees will now be earning time and a half alongside their salaries. Rather, businesses will shift the pieces to make everything fit into the budget puzzle.
What’s new in HR news this month? The IRS and the DOL gifted us with new forms and posters for 2017 ACA reporting and FLSA compliance, respectively. One HR giant acquired a has-been job site and the Justice Department further clarified disabilities covered under the ADA and ADAAA.
Summer may be wrapping up and Olympians have returned to their home countries with medals in tow, but Human Resources activity is not slowing down! Keep reading for the latest updates in HR news.
FLSA Non-Exempt. Or is it FLSA Exempt? Exempt from what exactly? Between the FLSA changes to overtime rules and the increases in civil monetary penalties, employers can't ignore employee classifications.
The new overtime rule could make more than 4 million workers in the US eligible for overtime pay. If you haven’t classified your employees with the correct FLSA status, you could land some big penalties, an overtime wage claim, or worse—a lawsuit. Prepare your organization by classifying your employees correctly. Are they employees or independent contractors? FLSA non-exempt or exempt?
Not long before summer’s start, the DOL announced the final rule for overtime and white-collar exemptions. But that isn’t the end of the changes for the FLSA. This summer will bring higher penalties for employer violations—along with other big news for the workforce. What’s happening in the world of HR lately?
The FLSA overtime rules are changing, and businesses will be without excuse if they’re not ready for the Final Rule taking effect December 1, 2016.
Affecting companies across the U.S., the Department of Labor’s changes to overtime rules have employers and HR managers taking a second look at employee FLSA status. The FLSA changes, effective beginning December 1, 2016, will raise the salary threshold for overtime pay from $23,600 per year ($455 per week) to $47,476 per year ($913 per week).
After months of waiting for the final verdict on the proposed FLSA changes from the Department of Labor, HR professionals and employers have some answers–and a lot of work ahead.
On May 18, 2016, President Obama announced the official publication of the Department of Labor's final ruling for overtime regulations. Within its first year of implementation, these new FLSA regulations will extend overtime pay protections to over 4 million workers in the U.S.