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?
What are the costs and benefits of the Final Rule?
What are the white collar exemptions to the FLSA?
Why 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?
How will the Department automatically update the standard salary level and HCE total annual compensation requirement?
How did the Department determine the new total annual compensation requirement for highly compensated employees (HCEs)?
How did the Department determine which Census Region is the lowest wage Census Region?
Explain "overtime"?
Will newly overtime-eligible employees have to record their hours on a daily basis or "punch a time clock"?
What's the reason of 2004 standard salary level need to be increased?
If 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?
Why didn't the Department set the salary threshold at a lower amount?
Won't this rule be difficult for employers because they will have to track workers' hours?
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?
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?
