17 www.ortrucking.org Issue 3 | 2024 WE RECENTLY RECEIVED significant news from the U.S. Department of Labor (DOL)—they’ve just unveiled the Final Rule: Restoring and Extending Overtime Protections. This update to the Fair Labor Standards Act (FLSA) regulations aims to enhance the compensation landscape for American workers by revising the salary thresholds for certain exemptions. Let’s delve into the details in a business-friendly manner. Understanding the Adjustments Effective July 1, 2024, the salary threshold for the “white-collar exemptions”— encompassing executive, administrative, and professional roles—was elevated to $844 per week, or $43,888 annually. This reflects a substantial increase from the previous threshold of $684 per week, or $35,568 annually. By January 1, 2025, the threshold will further escalate to $1,128 per week, or $58,656 annually. Similarly, the total annual compensation requirement for the highly compensated employee (HCE) exemption will witness a notable surge. Effective July 1, 2024, the total annual compensation threshold for this category ascended to $132,964, up from the current $107,432. By January 1, 2025, it will peak at $151,164. Additionally, the DOL has established a framework for regular updates to these thresholds every three years, starting July 1, 2027. This mechanism ensures the thresholds remain aligned with prevailing economic conditions and data. Employer Action Items In response to these changes, employers must proactively assess their workforce composition and compensation structures. The first crucial step is to conduct a thorough review of exempt employees’ salaries, particularly those falling under the white-collar exemptions or the HCE category. Employers need to ensure compliance with the new salary requirements within the stipulated timelines. For employees projected to fall below the revised thresholds, employers face a dual decision: 1. Salary Adjustments: Employers may opt to raise employees’ salaries to meet the new thresholds. This approach allows employers to maintain the exempt status of affected employees while aligning with regulatory mandates. 2. Reclassification: Alternatively, employers can reclassify employees as non-exempt, thereby subjecting them to overtime eligibility and any other related provisions like meals, breaks, and enhanced recording keeping. This decision necessitates careful consideration of operational and financial implications, including potential adjustments to scheduling and payroll practices. FLSA Exemption— Changes Start July 1, 2024 By Laurie Grenya, HR Answers
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