Adapting to DOL's New Salary Thresholds by July 2024

Date of Release and Key Changes:

On April 23, 2024, the U.S. Department of Labor issued a final rule that significantly revises the salary thresholds for overtime exemptions under the Fair Labor Standards Act (FLSA). This adjustment primarily affects "white collar" workers, including executives, professionals, and administrative personnel. The revision will be implemented in two phases:

• The standard minimum salary level will increase to $844 per week starting July 1, 2024.
• A further increase to $1,128 per week will commence on January 1, 2025. This marks a nearly 65% rise from the current $684 per week.

Automatic Updates and Regional Considerations:

The rule introduces three critical changes:

• A new standard minimum salary level.
• An increased annual salary threshold for Highly Compensated Employees (HCE).
• Automatic triennial updates to these earnings thresholds.

Notably, the Department of Labor has decided against extending the standard salary level adjustments to U.S. territories subject to the federal minimum wage and will not update special salary levels for American Samoa and the motion picture industry.

Anticipated Challenges and Strategic Employer Responses:

Legal experts anticipate potential challenges to the new rule. Nevertheless, it is crucial for employers to proactively adapt rather than delay action pending litigation outcomes. The last update to overtime regulations led to several organizational challenges, including:

• Miscommunication to affected employees, perceived as demotions.
• Reduced employee morale and benefits, leading to increased staff turnover and decreased retention.
• Difficulties in adjusting job descriptions and managing budget impacts.

Preparation and Best Practices:

Employers are encouraged to:

• Review and set clear guidelines for communicating these changes to employees.
• Make informed decisions on cost management that do not detrimentally affect employee hours or benefits.
• Develop comprehensive training programs for managers and staff transitioning to non-exempt status.

This webinar will guide employers through understanding these changes, anticipating the impacts, and effectively navigating the compliance landscape.

What you will learn?

• Learn how the DOL came up with the numbers for the increases
• Learn why the DOL used the 2-phased approach
• Learn what the concerns are with the automatic increase
• Learn why legal minds suspect that all the increases won’t happen
• Learn how Employers need to develop a communication strategy for employees to reduce confusion about what the changes are for employees impacted
• Learn what options are available for Employers based on the new law
• Learn how these increases impact other state salary thresholds

Why you should attend?

Navigating the new Department of Labor (DOL) regulations can be daunting. This webinar demystifies the recent adjustments to the salary thresholds for overtime exemptions, giving you a clear understanding of how these changes affect your organization. You'll gain insights into the rationale behind the incremental increases and what they mean for future compliance.

We will delve into the two-phased approach used by the DOL and discuss the concerns surrounding the automatic updates to the salary thresholds. Understanding these elements is crucial for developing effective organizational strategies and communication plans to mitigate confusion and ensure a smooth transition for all employees affected.

Additionally, this session will explore the broader implications of these changes on state salary thresholds, providing you with a comprehensive view of how federal adjustments influence local compliance requirements. Join us to ensure that your business remains informed, compliant, and prepared for the future.

Who will benefit?

• HR Managers and Directors
• Compliance Officers
• Payroll Professionals
• CFOs and Financial Executives
• Operations Managers
• Business Owners and CEOs
• Employee Relations Specialists
• Labor and Employment Attorneys
• General Managers
• Corporate Counsel