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Does the FLSA allow for a flexible schedule for overtime eligible employees? Can employers still allow employees to work from home or have flexible schedules?
5Why is the Department setting the standard salary level at the 40th percentile of weekly earnings for full-time salaried workers in the lowest wage Census Region and not on national data as proposed?
5How will the Department automatically update the standard salary level and HCE total annual compensation requirement?
5How did the Department determine the new total annual compensation requirement for highly compensated employees (HCEs)?
5Will newly overtime-eligible employees have to record their hours on a daily basis or "punch a time clock"?
5If the effective date is December 1st, what does this mean for businesses where the pay period begins on Monday the 28th? How do they manage this?
5May employers make a catch-up payment in the event that an employee doesn't receive enough in nondiscretionary bonuses and incentive payments (including commissions) in a given quarter to remain exempt?
5Is there an exemption for schools and institutions of higher education from either the FLSA or the Department's overtime regulations governing white collar workers?
5Post New Labor Management Questions
What are the new salary and compensation levels under this Final Rule?
What if a State has its own overtime laws?
When will effect the changes from?
Is there an exemption for schools and institutions of higher education from either the FLSA or the Department's overtime regulations governing white collar workers?
How does the Final Rule help workers who already are entitled to overtime - and their employers?
What is the purpose of the "Overtime" Final Rule?
Why didn't the Department set the salary threshold at a lower amount?
Where can I review comments submitted in response to the Department's Notice of Proposed Rulemaking (NPRM)?
How did the Department determine the new total annual compensation requirement for highly compensated employees (HCEs)?
Does the Final Rule change how employers may use bonuses to satisfy the salary level for highly compensated employees (HCEs)?
Must employees earning below the new level be converted to hourly pay?
How many employees does the Department estimate will be impacted by the salary level increases?
How will the Department automatically update the standard salary level and HCE total annual compensation requirement?
May employers make a catch-up payment in the event that an employee doesn't receive enough in nondiscretionary bonuses and incentive payments (including commissions) in a given quarter to remain exempt?
How did the Department determine the new standard salary level?
