UPDATE AS OF SEPT. 24, 2019
The federal Department of Labor (DOL) announced its (new) final rule regarding the salary threshold for exemption from overtime on Sept. 24, 2019. This is an update from the information shared in this webinar from Aug. 13, 2019.
Please note that the new final rule regarding the salary threshold for exemption from overtime raises the salary threshold to $684/week, which equates to $35,568 annually, effective Jan. 1, 2020. As a result, employers must ensure that exempt employees’ salaries meet this threshold on January 1 or transition them to non-exempt status with eligibility for overtime. We have updated our FLSA: Determining Exempt vs. Non-Exempt Status memo with the final rule information.
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This spring, the Department of Labor announced a proposal to raise the minimum salary requirements for an employee to be exempt from overtime pay—from $455/week ($23,660/year) to $679/week ($35,308/year). The proposed rule was subject to a period of public comment (60-day period) and is anticipated to take effect in January 2020.
In this webinar, presented live on August 13, 2019, you will learn about the current rule, how proposed changes will impact your city, and tips for getting your city prepared.
Additional FLSA resources:
- Information Memo: Fair Labor Standards Act (FLSA): An Overview (pdf)
- Information Memo: Fair Labor Standards Act (FLSA): Determining Exempt vs. Non-Exempt Status (pdf)
- Information Memo: Fair Labor Standards Act (FLSA): Police and Fire Employees (pdf)
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