The highly anticipated revisions to the federal Fair Labor Standards Act (“FLSA”) overtime regulations for white collar workers were published by the U.S. Department of Labor on May 18, 2016 (the “Final Rule”).  The Final Rule increased the base salary threshold for white collar workers from $455 to $913 per week ($47,476 annually).
 
Many exempt employees do not currently earn $47,476 annually.  Affected employers have until December 1, 2016 to make any necessary adjustments to their employees’ compensation structure or risk liability.  Employers of all sizes should begin reviewing their workplace practices now to understand how the Final Rule may impact their bottom line.  A one-size-fits-all approach is unlikely to be realistic – or even advisable.
 
In this article, Casner & Edwards attorneys review the Final Rule requirements and discuss some potential pitfalls that employers should consider when deciding how to comply with the rule.



The employment lawyers at Casner & Edwards, LLP are experienced in advising clients on wage and hour compliance and devising business solutions for structuring the workforce. For assistance and further information about what Casner & Edwards, LLP can do for you, please contact 

Information contained in this Alert is not intended to constitute legal advice by the author or the lawyers at Casner & Edwards, LLP, and we expressly disclaim any such interpretation by any party. Specific legal advice depends on the facts of each situation and may vary from situation to situation. Distribution of this Alert to interested parties does not establish a lawyer-client relationship. The views expressed herein are solely the views of the authors and do not necessarily represent the views of Casner & Edwards, LLP, those parties represented by the authors, or those parties represented by Casner & Edwards, LLP.