Some of you may be aware of the proposed changes in the Department of Labor’s (DOL) Fair Labor Standards Act (FLSA) in regards to overtime pay and are asking what can be done about it.
WHAT IS THE PROPOSED RULE CHANGE?
The DOL is seeking to change the salary levels for “white collar” exemptions to increase from the current minimum of US$455 per week ($23,660 annually) to $970 per week ($50,440 annually). Employees paid below the $50,440 threshold would be entitled to overtime on any work over 40 hours per week.
WHY THE PROPOSED RULE CHANGE?
According to the DOL, the rules that establish which workers are exempt from overtime pay have not kept up with the cost of living. Today, certain professionals and managers are exempt from overtime pay if they make more than $23,660 annually and perform specific duties. This is less than the poverty threshold ($24,008) for a family of four.
HOW CAN YOU BE INVOLVED?
The Partnership to Protect Workplace Opportunity was formed in response to the proposed rule changes and created a simple, two-minute process to show support of two bills in the U.S. Congress that would require the DOL to conduct an analysis of the impact on businesses and nonprofits before moving forward with the overtime rule changes.
Click on the appropriate button (e.g., non-profit, business, higher education)
Fill in your contact information
Hit submit to email letter (already written) to the U.S. Office of Management and Budget
Fill in your contact information again
Hit submit to email another letter (already written) to your appropriate members of Congress
The proposed overtime rule changes would make nearly five million exempt employees eligible for overtime pay, including employees in many of your venues. We are staying on top of the latest news concerning its legislation and will keep you informed of any changes that directly affect you. Please feel free to reach out to me for more information or with questions.
(Image: casserpiller/Creative Commons)
Thanks so much for providing the information, update and encouragement to contact our Senators in to support of the bills, which were drafted by US Congress a month or so back is in an attempt to block the rule from taking effect. According to our HR Manager, SHRM (Society HR Management) is also supporting the bills, however, she add that many feel that it is too late and think the final rule will be published through in July or September and will be effective 60 days after publishing.
There have been some indications that the new minimum salary may be $47,000 as opposed to the $50,440 originally listed by DOL, but we will have to wait and see.
Again, thanks for publishing this information and encouraging members to support the bills.