Stoll Keenon Ogden PLLC | Advertising Material
The U.S. Department of Labor (DOL) has finalized long-awaited regulations doubling the minimum salary level that an employee must be paid to qualify for an exemption from the federal overtime requirements of the Fair Labor Standards Act (FLSA). This important development will operate to convert millions of mid-level, salaried FLSA-exempt positions into hourly, non-exempt, overtime-eligible positions.
Here is what SKO clients need to know now about these new regulations:
The attorneys of SKO’s Labor, Employment, and Employee Benefits Practice have been following the development of these regulations closely, and will have additional information and insight for SKO clients in the near future.
We have years of experience working with the DOL and navigating the FLSA’s complex requirements, and are glad to work with your organization to achieve full wage and hour compliance. If you need assistance moving forward with this new rule, or believe this could be an opportune time to conduct a broader review of your compensation practices, please contact one of the attorneys below.