In May, the U.S. Department of Labor released new rules governing overtime pay for "white collar" employees. Exemption amounts were increased, and the mechanisms for determining whether an employee qualified were modified.
Now the day of reckoning is fast approaching.
Employers have until December 1, 2016 to assess the impact of the new rules on their employees and make any necessary changes. Any company found to be out of compliance thereafter will potentially face stiff penalties, including payment of back wages, civil penalties and attorney fees.
For a brief rundown of the new law's highlights, as well as our suggested steps for assessment and implementation, read our latest article