April 2024 Flsa Changes. On april 23, the department of labor (dol) issued its final rule to alter the overtime pay regulations under the flsa. Department of labor (dol) announced a final rule that increases the minimum salary thresholds required for employees who are exempt from the fair labor standards act’s (flsa) overtime requirements.
On april 23, 2024, the dol announced its new overtime rule, “defining and delimiting the exemptions for executive, administrative, professional, outside sales, and computer employees.” beginning july 1, 2024, the new dol rule increases the salary threshold, making millions of previously exempt employees nonexempt from overtime pay. Flsa rule changes become effective july 1, 2024.
The Final Rule Updates And Revises The Regulations Issued Under Section 13 (A) (1) Of The Fair Labor Standards Act Implementing The Exemption From Minimum Wage And Overtime Pay Requirements For Executive, Administrative, And Professional (Eap) Employees.
Department of labor (dol) released a final rule raising the minimum salary level for an employee to qualify as exempt from the fair labor.
Most Importantly, It Significantly Raises The Minimum Salary Threshold For Certain “White Collar” Workers—Executives, Professionals, And Administrative Personnel.
On april 23, the department of labor (dol) issued its final rule to alter the overtime pay regulations under the flsa.
The Proposed Changes To The Flsa Minimum Salary Threshold Could Have Significant Financial Implications For Employers.
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(See The Dol Document Entitled Defining And Delimiting The Exemptions For Executive, Administrative, Professional, Outside Sales, And Computer Employees).
Department of labor (dol) released a final rule raising the minimum salary level for an employee to qualify as exempt from the fair labor.
Increase Salaries Below The Minimum Threshold.
Flsa rule changes become effective july 1, 2024.
The Rule Also Implements Automatic Updates To The Threshold That Will Occur Every Three Years.