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Overtime: What you need to know

The Fair Labor Standards Act (FLSA),also known as the federal Wage and Hour Law, requires enterprises engaged in interstate or foreign commerce and state and local governments to pay overtime of 11/2 times an employee's regular rate of pay for hours worked in excess of 40 hours in a workweek. The FLSA does not require that overtime be paid for hours worked in excess of 8 hours per day or on weekends or holidays. However, states are permitted to provide workers greater overtime protections than those offered by FLSA.
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In May 2016, the federal Department of Labor (DOL) released final changes to the overtime regulations. With this final rule, the DOL sought to update the salary level required for exemption to ensure that FLSA’s intended overtime protections would be fully implemented and to simplify the identification of nonexempt employees, thus making the executive, administrative, and professional employee exemption easier for employers and workers to understand and apply. These changes were to be effective on December 1, 2016. But, just a week before the December 1, 2016, effective date, the U.S. District Court for the Eastern District of Texas granted an emergency motion enjoining the DOL from enforcing the new overtime rule on a nationwide basis. This means that until further action from the courts, Congress, or the new administration, the minimum salary threshold for the white-collar exemptions will remain where it has been since 2004, at $455 a week. The salary threshold for the HCE exemption will remain at $100,000 per year.
For employers that made plans to reclassify employees as nonexempt rather than raise their salaries to the $913–per-week ...

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State Requirements

Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Overtime Resources

Overtime Products

Compensation.BLR.com
Compensation.BLR.com will help you price jobs competitively and comply with FLSA and wage and hour laws in your state. Get reliable salary data in seconds, along with the answers to complex state overtime compliance questions in one easy to use website. Get a VIP tour - call 1 800 454-0404"
FLSA Overtime: MakingYour Way Through the Exempt/Nonexempt Minefield
This Special Report is designed to provide you with an examination of the overtime regulations, an explanation of how they differ from the old regulations, valuable tips for bringing your workplace into compliance in an affordable manner, and an overall review of who and what the FLSA covers. Download now."
Employee Compensation in [Your State]
This comprehensive resource solves your two biggest headaches in employee compensation. It gives you wage and hour law explanations and comparisons between state and federal. Saves you time and worry, makes sure you pay competitively.
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Calculating Overtime Webinar Recording
BLR Webinar: "Calculating Overtime: Step-by-Step Strategies to Avoid Big Mistakes With Overtime Rules and Math""
FLSA Overtime: MakingYour Way Through the Exempt/Nonexempt Minefield
This Special Report is designed to provide you with an examination of the overtime regulations, an explanation of how they differ from the old regulations, valuable tips for bringing your workplace into compliance in an affordable manner, and an overall review of who and what the FLSA covers."
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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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