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Stakeholders might touch upon a proposed extra time rule by means of Nov. 7, in response to a discover revealed Friday.
The U.S. Division of Labor final week introduced plans to extend the wage threshold for extra time eligibility — at present $35,568 — to $1,059 per week, or roughly $55,068 per 12 months. It mentioned in a footnote, nevertheless, that the ultimate rule would come with a threshold primarily based on the latest wage knowledge accessible. Relying on how lengthy the method takes and the calculation used, that may very well be greater than $60,000, in response to DOL.
The proposal additionally adopts automated will increase for the brink, one thing the Honest Labor Requirements Act laws don’t at present embody.
The American Council on Schooling, greater training’s high lobbying group, on Monday urged faculties to research the impacts the rule would have on their establishments and share feedback with the Labor Division.
The company’s proposal was broadly anticipated but additionally is prone to face pushback from companies within the type of feedback and lawsuits. The U.S. Chamber of Commerce, a enterprise affiliation, has slammed the proposal as “the flawed rulemaking on the flawed time,” citing the broader financial local weather.
Regardless of the chance of authorized challenges, an employment legislation lawyer instructed HR Dive employers ought to conduct an audit now to find out what number of workers can be affected by such a rule and the way it might reply — whether or not by elevating salaries or changing these employees to non-exempt workers.
Directions for commenting can be found within the Federal Register discover.
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