Proper Worker Classification Under the New FLSA Overtime Rule
Is an employee exempt or non-exempt under the Fair Labor Standards Act? The new rule from the USDOL went into effect on July 1, 2024, and a more pronounced change will go into effect on January 1, 2025. Are you ready?
If you’re confused about which employees are exempt and which are non-exempt, you’re not alone, and you must be sure that your employee classifications are accurate. Classify employees incorrectly and it can cost you big time… it may even land you in court.
The new FLSA exemption rule makes significant changes in which of your employees will now qualify to be “exempt” and therefore not be entitled to overtime. Employees who were previously classified as exempt may now need to be reclassified to non-exempt employees and will then be entitled to overtime. Employers need to be prepared so you will be able to properly classify employees as exempt or non-exempt, under the new FLSA overtime Rule. Employers must ensure that their employees are not improperly classified as exempt when they should be non-exempt. In the event of an employee lawsuit or an audit by the DOL, employers will be required to substantiate their reasons for classifying a particular employee or employee as exempt. In addition to enforcement action by federal and state departments of labor, improper classifications have resulted in many collective action lawsuits by groups of employees, many of which have resulted in multimillion-dollar settlements.
In this session will go through in-depth the proper analysis needed to classify your employees as exempt vs. non-exempt based on the new FLSA regulations. We will show you how to ensure compliance with FLSA overtime rules, how to plan and prepare for the upcoming January 1, 2025 changes to the FLSA regulations, and explain the changes that employers need to understand and comply with.
Click on the following links to download all of the PDFs used in this webinar: