As of 11/22/16, a Texas federal judge has issued an injunction barring enforcement of the new U.S. Department of Labor overtime regulations that had been scheduled to become effective on December 1. Employers in all states are no longer required to comply with these rule changes.
Wouldn’t it be great if the FLSA exemption rules were simple to learn and follow perfectly? Well, we can’t change the fact that this is a complex subject. But we can DEFINITELY make the details snazzier.
Here’s a quick-reference HR infographic on the new “magic number” for exempt employees, $47,476. We’ve also given you some quick-and-pretty guidelines on what else to consider before you classify an employee as exempt from overtime pay requirements.
And if you haven’t read our previous articles on this critical HR topic—or used our Overtime Costs Calculator to find out what’s in your best interest—you’ll want to check those out as well. They’re linked right after the infographic.
Remember, your compliance deadline is coming up! As of December 2016, employees who earn less than $47,476 or do not meet the other requirements must be classified as nonexempt. This means their time must be tracked and they must be paid overtime when applicable.
We hope you enjoyed our infographic. For our original post on the New Overtime Rules, click HERE.
And if you’d like guidance on how to have those “COMPlicated Comp Conversations with Managers,” click HERE.
Have a question about correctly classifying exempt and nonexempt employees in your medical or dental practice? Just give CEDR a call at 866-414-6056. Our HR Advisors are here to help!
Like this infographic? Please share!
The new magic number for exempt employees takes effect in just a few months and affects all U.S. employers, so we’d love it if you share this infographic with others who will find it handy.
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