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Holiday pay...... Have you seen the changes to the legislation this year? Are you ready for the changes from April onwards? If not, please do use the link in the comments to check out the latest government guidance. If you would like support on how you are calculating holiday pay for zero hours workers or employees with additional payments such as overtime and commission, then get in touch with me for a free initial consultation - comment below or message me directly. #holidaypay #alwayslearning #change

The Ninth Circuit has held that the salary basis test requires courts to analyze how public employees are paid. In this post, we share details about the case and discuss how the ruling could redefine overtime classifications for public sector employers. https://bit.ly/3ZGrtvZ Authors: Jill Ripke, Chris Wilkinson, and Elizabeth Holland #LaborAndEmployment #WageAndHour #LaborLaw #FairLaborStandardsAct

The U.S. Department of Labor (DOL) raised the minimum salary threshold necessary to consider an employee exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) on April 23, 2024. The rule applies to the “white collar” and “highly compensated employee” (HCE) exemptions. The new development will impact the wage and hour policies for many employers. Learn more from Bell Nunnally’s Jay Wallace and Thomas Case here: https://lnkd.in/gUcT7exR. #LaborAndEmploymentLaw #WageAndHour

#TeamSPB explores the US Department of Labor’s (DOL) Final Rule changes to the salary requirements for employees exempt from the Fair Labor Standards Act’s (FLSA) overtime rules under the executive, administrative, and professional (EAP) “white collar exemptions.” Employers are advised to prepare for these regulatory changes by identifying employees who may require salary adjustments or reclassification. ➡️ https://ow.ly/b7G650Slulu #FinalRule | #RegulatoryChanges | #USEmploymentLaw

Integrated HR Solutions can help your business navigate Labour Law complexities with ease. Let us help you protect your business and employees!

Employers must satisfy a higher salary threshold in order to consider employees as exempt from the Fair Labor Standards Act overtime rules. Learn more about the Department of Labor's finalized rule, what employers with salaried workers should do in response, and more below. #DOL #FLSA #salariedemployees

In case you missed it: We discussed the U.S. Department of Labor's April 23 final ruling on amending who is exempt from FLSA's minimum wage and overtime rules in our latest webinar. Read more: https://buff.ly/3QIGo3G. #HR #humanresources #staffing #hiring #overtime #DOL

📢 Big News for US Employers! The 5th Circuit Court just ruled that the U.S. Department of Labor (DOL) has the authority to set minimum salary levels for overtime exemptions under the FLSA. This ruling could pave the way for the 2024 overtime rule to survive legal challenges. With lawsuits piling up, questioning whether the DOL can raise the salary threshold to $58,656 by January 1, employers should be ready to adapt. The legal battle isn't over yet, but this ruling strengthens the DOL’s hand. What are your thoughts on this salary increase? Ready for 2025? #overtimerules #FLSA #laborlaws #leadership #business #brightmine

Explore the latest All Things HR blog, “Are You Ready? FLSA Salary Thresholds Increase July 1, 2024,” by Christina McDonald, where she discusses the Department of Labor’s rule, raising the salary threshold for workers to be exempt from the overtime requirements of the Fair Labor Standards Act. To read more, click here: https://bit.ly/4bUK0rP #hrlaw

Starting July 1, 2024, new salary thresholds will be implemented by the Department of Labor (DOL), impacting both exempt and non-exempt classifications under the Fair Labor Standards Act (FLSA). Here’s what you need to know about the new overtime rules and how they might affect your business.