DOL Final Overtime Rule Takes Effect January 1, 2020: Are You Ready?

Many remember the panic during the Obama Administration when the Department of Labor finalized regulations raising the minimum salary for white-collar exemptions to $913 per week.  Shortly before these regulations were to go into effect, a Texas district court judge struck down the regulations citing many issues with the regulations and finding that the DOL did not have the authority for many of the new changes.  The DOL appealed and, in the meantime, the Trump Administration took office.  The appeal was stalled while the DOL went back to the drawing board to address how to raise the minimum salary level from the current level of $455 and to address the district court’s concerns.

The long-awaited final regulations have been published and, barring successful legal challenges, will go into effect on January 1, 2020.  But the DOL adequately addresses the district court’s concerns?  How do you plan your budget to meet the new salary level?  What about others who already meet the new salary level – will you need to bump up their pay as well?  What if you don’t want to raise the pay and now your exempt employee will have to go back to punching a time clock?

Session Highlights

• Do the new regulations address the district court’s concerns?
• The new salary level
• Using nondiscretionary bonuses to meet the new salary level
• Defining the white-collar exemptions
• Practical suggestions regarding raising pay to meet the new salary level
• Practical suggestions for those who may need a bump in pay
• What the new regulations mean to your company and your employees
• Budgeting for the new salary requirement
• How to meet the salary requirement
• What to do if you don’t want to increase the salary

Who Should Attend

• HR Professionals
• Business Owners
• Payroll Professionals
• CFOs
• Accounting Professionals
• Benefit Professionals
• Managers

Speaker(s)

Susan Fahey Desmond

For more than 35 years, Susan Fahey Desmond has helped companies – hospitals, banks and credit unions, manufacturing companies, offshore oil companies, school districts, and others – minimize the cost and disruption of employment disputes. She defends wage and hour, wrongful discharge, non-compete, Family and Medical Leave (FMLA), and other claims. Clients seek her litigation counsel for age, sex, disability, race, religion, and sexual harassment discrimination lawsuits, as well as class actions. She helps employers dispute Equal Employment Opportunity Commission (EEOC) charges and other administrative complaints and navigate the administrative and judicial process. And, perhaps most importantly, she works with management and HR to resolve issues before they develop into contentious litigation.

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