The U.S. Department of Labor has issued new regulations which go into effect on December 1, 2016, revising overtime regulations implementing certain provisions of the federal Fair Labor Standards Act. This is the first revision since 2004. While hailed as an advance in employee benefits and a step toward addressing gender and minority inequalities, there is a potential financial impact on employers, most specifically those with a small or mid-sized staff team. Employers need to understand the implications of these new regulations on their workforce. Attention must be paid to how positions are classified, specifically the distinctions between exempt and non-exempt employees, and the increased amount of salary required to meet the test for exempt status.
Ronald W. Taylor, Esq., Partner, Venable LLP
Jennifer G. Prozinski, Associate, Venable LLP
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