DOL's Final Overtime Exemption Rule Released for 2020: What the Changes Mean for Your Organization

It’s finally happened! The long wait is over. The United States Department of Labor just released its new overtime exemption rules, they’ve been finalized and they went into effect on January 1, 2020. For many employers that means that many of the positions it had previously classified as exempt from overtime requirements will not be any longer – unless these employees receive a salary increase equal to or greater than the new salary threshold. The new salary rules are expected to impact at least a million workers nationwide, and to result in a significant increase in the number of employees who will be eligible for overtime pay.

• Understand which positions are targeted by the new rules
• Understand the difference between exempt v non-exempt positions
• Understand how reclassification may affect employees formerly classified as exempt
• Recognize the proposed changes and their potential impact

• Practical steps to take now;
• The difference between the new DOL rule on overtime exemptions and the Obama-era proposal concerning white- 
• Collar exemptions, salary basis and more;  
• How the proposed rule will affect highly compensated employees?
• How often the DOL anticipates it will update the salary level?
• How the DOL intends to handle the issue of automatic updates?
• How bonuses will factor into the salary threshold for exemption?
• Practical steps to either reduce the increase in overtime or to stay under the DOL’s radar.

Penalties for non-compliance with the FLSA's overtime rules can be severe. Non-compliant employers can face a DOL audit, a lawsuit or even an administrative charge.

In this webinar we will discuss the new rules. In particular we will discuss which jobs and which employers are likely to be impacted and what to do now in order to comply with the Fair Labour Standards Act.

• Payroll Professionals
• HR Professionals
• Managers
• Compliance Officers
• Audit Staff
• Budget Personnels
• Attorneys
• Controllers

Janette Levey Frisch, has over 20 years of legal experience, more than 10 of which she has spent in Employment Law. It was during her tenure as sole in-house counsel for a mid-size staffing company headquartered in Central New Jersey, with operations all over the continental US, that she truly developed her passion for Employment Law. Janette operates under this core belief: It is possible, and it is in an employer’s best interest, to proactively solve workforce challenges before they become problems, before they result in lawsuits or steep fines caused by government audits. Janette works with employers on most employment law issues, acting as the Employer’s Legal Wellness Professional — to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm’s weekly blog, where you can read each week, in plain English (not legalese) about issues impacting employers today. Janette has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer. Janette has spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others. Janette serve on the Workplace Violence Prevention Institute, a multi-disciplinary task force, dedicated to providing, holistic, proactive and cutting-edge solutions and resources for employers committed to ensuring a safe workplace.