Please see below email from CUPA on the DOL’s new overtime rule. This rule changes the salary threshold that an incumbent must earn in the position to be considered FLSA exempt. The salary that must be met has increased from $23,660 to $35,568. It appears that we have until January 1, 2020 to comply. I would recommend that everyone start running some data on your employees to determine if you have FLSA exempt employees at less than the $35,568 threshold that need to be reviewed or converted to FLSA non-exempt.
We are holding a compensation network meeting at the System Office on October 7th and will add this to the agenda to be discussed.
If you have any questions in the interim feel free to reach out to me directly.
Sent from Jessica Moore