Effective July 1, 2024, The new overtime law takes effect. Many organizations have reached out to us to determine what is the best course of action. A few of the questions that have been posed to us included
- Should I raise all exempt (Not eligible for Overtime) employees’ salaries to meet the new threshold? if so, do I have to raise everyone’s salary? What do I need to do to prepare?
- Should I pay any exempt employee hourly and watch their hour to ensure they do not work over 40 hours?
- Given the recent lawsuit, will the mandate be postponed?
In our discussions, we have had to address each of these questions based on the circumstances of the organization
- This is a tricky one, because each employer may have a consider multiple options depending on the cultural and financial impact, however, all employers should at a minimum review the exemption guidelines to confirm that the role in question is truly eligible for an exemption. (Exemption Rules per FLSA)
- Same answer as above
- Yes, continue to prepare for the new overtime requirement until further notice
If you are searching for additional guidance and/or assistance in determining the best solution for your firm, please contact us at https://egrabservices.com/contact/ or contact Ken at 214 477 0814.
Ken Barge
EGRAB Services (We Simplify H.R.)
955 W. John Carpenter Freeway Ste 100
Irving TX 75039
972-810-1474 Office & Text
214-477-0814 Cell
3 stories that explain the FLSA overtime rule — and how HR can prepare | HR Dive
