Are you planning for the new overtime exemption rules? You should be.

Within the next few months, the U.S. Department of Labor is primed to publish new regulations that will dramatically change the landscape of who falls within the scope of the white collar exemptions for overtime pay. One change that will almost assuredly occur is an increase to the minimum salary for qualifying for exempt status from its current annual rate of $23,660 to more than $50,000. 

Once the final regulations are rolled out, they will likely become effective 60 days thereafter. Even though the details are not yet known, enough is known for employers to start planning now. Waiting until the regulations become official could force employers to rush into compliance without carefully considering all of the options for complying, the implications of complying, and how to prepare their supervisors and employees for working under the new rules.

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Thursday, March 31, 20161:00 p.m. EDT  |  10:00 a.m. PDT

Click here to register.

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This complimentary one hour webinar will highlight the changes looming over the horizon and provide various options employers should consider as they prepare to comply, including:

• Should salaries be increased? 
• Should employees be reclassified as non-exempt? 
• If reclassified, what pay options should be considered? 
• If reclassified, what other issues will be triggered? 
• What type of communications and training will be needed?

Presenters

Robert A. Boonin, Member, Michigan
Arlene Switzer Steinfield, Senior Counsel, Texas

Please contact Beth Massing at bmassing@dykema.com with any questions.