Last month we shared with you a
summary of the
new overtime rules that go into effect on December 1, 2016. Some of our clients have gotten a jump on preparing for the change by:
- Reviewing which of their employees are classified as exempt from overtime.
- Checking if any of these employees are being paid a salary less than the new salary minimum of $47,476.
- Determining if changes in job duties, compensation, or classifications will be necessary.
Additionally, they are beginning the process of determining how to communicate any changes to employees’ jobs and any new timekeeping requirements. These employers are spending the time
NOW thinking about how to make this change go as smoothly as possible.
Keep in mind that employees can still be classified as exempt from overtime…but you must ensure the requirements of the
duties tests are met. Over the next few months we’ll discuss these tests in more detail to help you classify your employees properly.
Do you need assistance with this or other
compensation consulting needs?
Contact us and check out our
blog for more helpful resources.
