Quarles & Brady LLP’s Post

Are You Ready for the upcoming change in the Fair Labor Standards Act (FLSA) salary thresholds? On July 1, 2024, the Department of Labor's rule will increase the salary threshold for exempt workers. Despite earlier expectations of a potential court injunction, the rule is set to take effect. To maintain compliance, companies must ensure their understanding of the criteria outlined in 29 CFR 541, which includes salary basis, specific job duties, and minimum salary requirements. The new rule will raise the minimum salary amounts, affecting employees with annual salaries between $35,000 and $44,000 as of July 1, 2024, and $44,000 and $58,656 as of January 1, 2025. Employers should take the following steps to comply with the new rule: - Identify all employees classified as "exempt." - Determine which employees earn less than $844 per week. - Decide whether to reclassify these employees or adjust their pay to avoid overtime costs. Ensure your company is prepared for these changes as the deadline approaches. #FLSA #SalaryThresholds #Compliance #EmploymentLaw #HRManagement

Wage and Hour Employers should prepare to comply with the new overtime rule that the DOL proposed in September. Now that the comment period has closed, the DOL could finalize its rule at any time. The rule will likely take effect 60 days after its publication in the Federal Register, meaning employers have little time to get their ducks in a row. Employers that hire independent contractors also should prepare for a new DOL rule that revives the decades-old "economic realities test" for determining whether a worker is an employee or an independent contractor under the Fair Labor Standards Act (FLSA). Although this new test will have a limited application, it may tip the scales for some workers who teeter on the edge between employees and independent contractors. Contact our experts for guidance on 2024 Wage and Hour! trust@anovahcsinc.com #hrconsulting, #hrcompliance, #wageandhour #compliance

It's #TipTuesday! Tanner Hendershot provides this week's tip reminding employers of California's minimum wage increase that went into effect January 1, 2024: Effective January 1, 2024, California’s minimum wage has increased to $16.00 per hour for all employees. Notably for employers, this change also impacts the minimum annual salary threshold for employees to remain exempt from California’s overtime laws, raising same by over $2,000 to $66,560. Employers should carefully review their compensation and benefits policies, and salary levels, for their salaried employees to ensure continued compliance with California law in light of this recently enacted change.     #employmentlaw #minimumwage #californialaw

For other great tips like this, subscribe to our page below!

ALERT | This week the Wage and Hour Division of the DOL announced its Final Rule increasing salary thresholds for the Executive, Administrative, and Professional exemptions from overtime pay requirements under the Fair Labor Standards Act, as well as for the Highly Compensated Employee exemption. Read more in the latest alert by Brad Harvey: https://bit.ly/44dllf0. #FLSA #DOL #WageHourLaw

#GRCbytes : USA The Department of Labor, USA, has issued a long-awaited Final Rule that updates and revises the regulations under the Fair Labor Standards Act, governing exemptions from minimum wage and overtime pay requirements for executive, administrative, professional, outside sales, and computer employees. This Final Rule, effective July 1, 2024, amends regulations established under section 13(a)(1) of the Fair Labor Standards Act concerning the exemption for executive, administrative, and professional (EAP) employees. Notably, it increases the standard salary level and the total annual compensation threshold for highly compensated employees. Furthermore, the Rule introduces a mechanism to promptly and efficiently update these earnings thresholds based on current earnings data. Sections 541.600(a)(2) and 541.601(a)(2) become applicable starting January 1, 2025. Source - Original notifications published by the Government. #didyouknow #compliance #risk #governance #riskmanagement #compliancemanagement #regulatorycompliance #statutorycompliance #regulatoryupdates #regulatorychanges #corporatecompliance #complianceprofessionals #lawyers #complianceofficers #complianceprograms #compliancefunction #cco #grcupdate #riskassessments #compliancesolutions #complianceculture #employers #employer #laborandemployment #laborandemploymentlaw #labourlaws #usaemploymentlaw #usaemplaw 

The Fair Labor Standards Act (FLSA) is a crucial piece of legislation that has been in place since 1938. This federal law is designed to protect workers in the United States by regulating wage, hour, and overtime provisions. Specifically, it sets the minimum wage for both private and public sectors, and ensures that workers receive appropriate compensation for their time and effort. One of the primary functions of the FLSA is to prevent wage violations. This can include a failure to pay workers the minimum wage they are entitled to, or failing to provide overtime pay to employees who have worked more than 40 hours in a given week. By enforcing these provisions, the FLSA ensures that workers are treated fairly and compensated appropriately for their hard work. Another key aspect of the FLSA is its requirement that employers keep accurate records of their employees' wages, hours of work, and other labor practices. This ensures that employers are held accountable for their labor practices, and provides workers with the evidence they need to pursue legal action if necessary. If a wage dispute arises between an employer and employee, our legal team is here to help. We have extensive experience representing employees in employment litigation matters related to wage, hour, and overtime violations guaranteed by the FLSA. We work tirelessly to ensure that our clients receive the compensation and justice they deserve, and we are dedicated to upholding the principles of fairness and equality in the workplace. #éclatLaw #FLSA #Wages

On April 23, 2024, the Department of Labor (“DOL”) announced a final rule that raises the salary thresholds for specific overtime exemptions under the federal Fair Labor Standards Act (“FLSA”). The new rule affects employees who qualify under the federal rule’s executive, administrative, and professional exemptions (there is some nuance here, but we can skip that for now). If you want to learn more about this rule, check out our blog: https://lnkd.in/gYyX9ySh Article By: Berenice Barajas #AnnualSalary #EmploymentAgreement #mnklaw #mnklawyers

Have you heard? The Department of Labor (DOL) has announced a new rule that raises the salary threshold for white-collar exemptions under the Fair Labor Standards Act (FLSA). This final rule updates the regulations for exemptions from the FLSA's minimum wage and overtime requirements for executive, administrative, professional, outside sales, and computer employees, often known as "white-collar" workers. Key changes include raising the standard salary level to qualify for these exemptions and increasing the total annual compensation threshold for highly compensated employees. This shift will impact which employees are eligible for overtime and minimum wage protections, ensuring broader coverage for workers. If your organization needs comprehensive compliance management to be informed and prepared for regulation changes, myHR Partner can help. https://hubs.ly/Q02xrVmL0

On April 23, 2024, the U.S. Department of Labor (“DOL”) announced a final rule that dramatically increases the minimum salary level that must be paid to most employees classified as exempt in order to retain their exempt status. The DOL projects that millions of U.S. workers will forfeit their exempt status under the final rule that increases the minimum salaries in two steps that will take effect on July 1, 2024 and January 1, 2025. This will, in turn, translate into new overtime, minimum wage, time-keeping and record-keeping obligations for employers who do not adjust salaries to conform to the new standards. #employmentlaw #workforce #employment #riskmitigation #compliance #exempt #nonexempt #salary https://lnkd.in/gJhs2GQi