The Department of Labor’s (DOL) proposed rule has been finalized. The most significant change is effectively doubling the OT salary threshold from $455/week to $913/week ($47,476). 4.2 million more workers could be overtime-eligible starting December 1st, 2016. This has major implications for financials, business objectives, and compliance, as well as employee satisfaction. Will your organization be ready?
How Should You Address the Changes?
Compliance with the new rule has significant financial and business implications as well the potential to change employee satisfaction levels.
Contact us for help forming a strategy that addresses all of the impacts.