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New FLSA Overtime Rules: What Employers Must Do Now





As of today, July 1, 2024, the Department of Labor's new Fair Labor Standards Act (FLSA) overtime regulations are officially in effect, marking a significant shift in the landscape of salary thresholds and overtime exemptions. This post will guide you through the immediate changes, necessary steps, and strategic opportunities these new rules present.


What's New?



  • The standard salary level for exemption has increased to $844 per week ($43,888 annually).

  • The threshold for highly compensated employees (HCE) has jumped to $132,964 annually.

  • The next phase, scheduled for January 1, 2025, will raise these thresholds further to $1,128 per week ($58,656 annually) and $151,164 annually for HCEs. However, this phase is contingent upon ongoing court rulings, which could delay or cancel these increases​ (Thompson Coburn)​​ (Employment Law Business Guide)​.



Immediate To-Dos:



  • Employers must immediately audit and adjust their employee classifications to comply with the new salary thresholds.

  • Determine whether to increase salaries to meet the new thresholds or reclassify employees to non-exempt status.

  • Implement or update timekeeping systems for reclassified employees to ensure accurate tracking of hours and compliance with overtime requirements.


Opportunity Knocks:


This change is not just about compliance; it's a strategic pivot moment. Here’s how you can leverage this opportunity:



  • Think Beyond the Paycheck: Explore automation, innovative staffing models, and enhanced non-salary benefits to maintain employee satisfaction and productivity.

  • Proactive vs. Reactive: "Reactive businesses manage crises; proactive businesses anticipate and thrive. Stay ahead, not just compliant."

  • Plan Ahead: If you haven't started planning since the DOL's announcement in April 2024, act now. Proactive planning will keep you ahead of the curve and ensure smooth transitions.



The new FLSA overtime regulations bring about significant changes that require immediate action and strategic foresight. While legal challenges may create some uncertainty, staying informed and proactive will help your organization not just comply but thrive in this new regulatory landscape. Embrace this change as an opportunity to innovate and enhance your workforce management strategies.



HCCI℠ Can Help


Regulatory activity could add to what already might be a sizable list of compliance obligations your business has to keep up with. HCCI will continue to monitor this topic. Your business should be prepared, and HCCI HR solutions can help. We offer compliance support to help keep you up to date on laws and regulations and an HR Professional who can provide proactive HR advice that might help you to develop a strategy, including assessments and updates to policies and procedures, so you can ultimately stay focused on your business.



This content is for educational purposes only, is not intended to provide specific legal advice, and should not be used as a substitute for the legal advice of a qualified attorney or other professional. The information may not reflect the most current legal developments, may be changed without notice, and is not guaranteed to be complete, correct, or up-to-date.

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