{"id":222,"date":"2016-05-24T18:22:19","date_gmt":"2016-05-24T18:22:19","guid":{"rendered":"http:\/\/zamzowlaw.com\/articles\/?p=222"},"modified":"2016-05-24T18:22:19","modified_gmt":"2016-05-24T18:22:19","slug":"advances-in-the-white-collar-overtime-proposal","status":"publish","type":"post","link":"https:\/\/zamzowfabian.com\/articles\/advances-in-the-white-collar-overtime-proposal\/","title":{"rendered":"Advances in the White-Collar Overtime Proposal"},"content":{"rendered":"

As previously discussed the\u00a0FLSA White Collar Exception<\/a>\u00a0will be\u00a0expanded to millions of currently exempt Americans by December 2016. White-Collar exception will be expanded from the 2004 – $23,660 per year – threshold (in 2004 $23,660 was equivalent to approximately $30,000 today) to $47,476. The original proposal drafted in\u00a02015 would have been the largest increase since 1975 – 2004, proposed at\u00a0$50,440 per year. The Department of Labor likely decided on the $47,476 threshold to reach the largest group of American workers without seeing great resistance from employers.<\/p>\n

As a reminder, the white collar exception, is a threshold\u00a0that\u00a0federal law is triggered requiring employers to pay their employees time-and-a-half for working beyond 40 hours per week. In addition to requiring a salary of at least $23,660 the employees must preform managerial, administrative, or professional duties. For a detailed analysis of exactly what those “managerial” “administrative” or “professional” duties entail, consult a local\u00a0attorney (local rules apply).<\/p>\n

The Labor Department does not need congressional approval to enact the changes, but congress may review the changes within 60 legislative days after it is finalized by the department. If by joint resolution both the House and Senate rejects the proposal the President may sign its rejection. It is possible a newly elected 2017 president might sign the rejection.<\/p>\n

Summary
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