Earlier this year, the U.S. Department of Labor (DOL) issued new proposed regulations under the Fair Labor Standards Act (FLSA) to dramatically increase the minimum salary required for most exempt employees to remain exempt going forward. The DOL regulations generated a huge number of comments, but now the DOL is getting ready to issue their final regulations and put the new requirements in place.
Do you understand the proposed changes to the FLSA salary threshold for exempt classifications? You need to, and, if you come to our our annual Labor & Employment and Benefits seminar starting at 8 a.m. on October 29, you will! We will clear up any confusion about the regulations and discuss important topics such as:
- What changes employers need to make to their compensation practices to prepare for the proposed changes — and when to make them.
- What liabilities employers are exposed to for failing to adapt their compensation practices to the higher salary thresholds.
- How to know — and what to do — if the changes will have a significant cost or business impact on your workforce.
The DOL and other government agencies are cracking down on improper exemptions under the FLSA and other ways to address what the current Administration views as unfair pay or treatment of employees. Getting caught unprepared for a wage and hour audit or employee lawsuit is painful, disruptive, and very expensive. Don't let it happen to you!
Make sure you join us on October 29 at 8 a.m. for our annual Labor & Employment and Benefits seminar. We'll help you understand all the changes and what to do to be prepared as these changes come into effect soon. To RSVP for this program, please click here.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
