• FLSA Overtime Rule Changes: Overview & Compliance Strategies

    On May 18, 2016, the U.S. Department of Labor (DOL) released a new rule that will overhaul overtime wage payment in the United States. The new rule will more than double the salary threshold that employees must meet to qualify for overtime wage payment exemption—a change that could affect more than 4 million workers across the United States.

    What is Changing?

    The Fair Labor Standards Act (FLSA) requires that eligible employees be paid time and a half for all hours worked over 40 hours in a workweek. However, overtime rules do not apply to certain “white collar” workers, like executive, administrative, professional, outside sales, computer employees and some highly compensated individuals—these are known as the white collar exemptions.

    Currently, the salary threshold (salary level test) for overtime pay eligibility under the white collar exemptions is $23,660 a year or $455 per week. The new rule more than doubles the salary threshold to $47,476 per year or $913 a week. It also increases the $100,000 salary level for highly compensated individuals to $134,004 per year—the 90th percentile of full-time salaried workers nationally.

    FLSA overtime rule changes infographic

    How Will the FLSA Overtime Rule Changes Affect Your Business?

    The new rule is controversial since it will require employers to review employees’ exempt status, update overtime policies, notify employees of changes and adjust payroll systems. According to estimates from the DOL, employers will spend more than $592 million to comply with the new rule—representing a significant cost for employers.

    Preparation Strategies

    Employers must comply with the new rule by Dec. 1, 2016. Given the magnitude of this new rule, it is important to start preparing now for changes to overtime regulations. The following are some strategies employers can adopt:

    • Conduct an internal audit. It is estimated that more than 50 percent of all employer groups have incorrectly classified their employees under the FLSA, although many do not realize it. An audit can help identify incorrect classifications and determine who will be eligible for overtime based on the new rule.
    • Give raises to employees who are close to the salary threshold. For instance, if an employee makes $45,000 a year and regularly works overtime, you could bump up the employee’s pay to $47,476 to avoid incurring overtime expenses.
    • Develop more stringent overtime pay policies. Consider sending employees home after exactly eight hours, so you do not have to pay overtime costs. This policy can help encourage a healthier work-life balance among employees; however, output may decrease as a result.
    • Reduce or cut benefits to make up for increased payroll expenses. While this method will protect your bottom line, it may decrease employee morale, lower productivity and result in higher turnover. In addition, there may be legal limitations to consider.

    Compliance Penalties

    If employers fail to respond to overtime changes, they can face various penalties prescribed by the FLSA, including lawsuits, criminal charges, fines and restrictions in commerce. For instance, employees who do not receive the overtime wages they are entitled to can sue their employers either individually or through a collective action. These cases can be very costly for employers to defend against and can harm your reputation within the community and your industry.

    FLSA Overtime Rule Cost Calculator

    flsa overtime rule changesTo get a better sense of how the 2016 FLSA overtime rule will specifically affect your business, click here to access our overtime rule cost calculator. This tool estimates how much overtime employers will incur if they choose to continue to allow white collar employees to work over 40 hours a week, instead of increasing employees’ salaries beyond the threshold that requires overtime pay. It provides a conservative estimate of potential expenses, since overall hours will most likely be reduced by paid time off (PTO) and holidays.

    At Eaton & Berube, we take pride in our ability to assist you not only with your insurance coverage, but also with risk management, loss control, safety, and human resources guidance. For additional information on the new overtime rule change and how to comply, give us a call today at 603-882-2766!

    This HR Insights is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice.  © 2016 Zywave, Inc. All rights reserved.

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