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Most events do have quite a few common planning elements. Check out the September BalanceWorks Newsletter for tips when planning your next event to make sure it goes off without a hitch and you are not left feeling stressed at the last minute.
Contributed by Tanisha Malone on 09/01/2016
Submitted on behalf of Cindy Reckdenwald, Director of Compensation & Workforce Planning
In May of this year, the U.S. Department of Labor announced changes to the Fair Labor Standards Act (FLSA) that will impact the rules on overtime pay. The new law will become effective on December 1, 2016. These changes require employers to re-evaluate the exempt/non-exempt classification of positions due to the increase in the minimum salary threshold for the overtime exemption from $23,660 to $47,476 per year. Under the FLSA, positions must meet both the duties test and the salary test to qualify for the executive, administrative, or professional exemption from the minimum wage and the overtime provisions of the law. This new law does not automatically change overtime eligibility or require employers to increase salaries to the new exemption threshold. However, employers are encouraged to audit current exempt positions to determine the proper classification under the new law and make appropriate adjustments to achieve compliance.
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