If you have salaried employees earning less than $47,476 annually after Dec. 1st, those employees will be eligible for OT pay.
Will you be affected?
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Are you aware?
On May 18th, 2016, the Department of Labor’s (DOL) final rule updating overtime regulations was announced. The ruling changed the minimum salary exemption threshold to $47,476, which is expected to automatically extend overtime pay protection to over 4 million workers within the first year of implementation.
Are you prepared?
The new overtime ruling takes effect Dec. 1st, 2016.Employers should consider now how they will be affected. Which employees are affected? Will some employees receive salary increases or be reclassified? How will you track employee hours and minimize a potential increase in wages? Will employee handbooks, job descriptions and OT policies be updated?
We can simplify how you stay compliant.
The most effective way to simplify how you track overtime hours and remain compliant is automated timekeeping. Not only will you be able to conveniently track those hours, but you can also minimize the cost. But staying compliant means more than better tracking of employee time. Fortunately, we have simple solutions to help.
