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All Things FLSA Overtime

OT-clockUpdated July 6, 2016

On May 18, the Department of Labor (DOL) issued its final rule on overtime eligibility, raising the minimum salary threshold from $23,660 to $47,476. Employers must be in compliance by December 1 of this year, which leaves very little time for what’s sure to be a lot of work.

If you’re wondering where or how to even start, we can help! We’ve compiled several resources and are working on several different types of programming to help you with your FLSA challenges in the weeks and months ahead.

Paying Coaches and Athletic Trainers Under the FLSA
This one’s a biggie in higher ed, and we’ve got some clarification (via a white paper authored by Alex Passantino, labor and employment attorney and former acting administrator of DOL’s Wage and Hour Division) on how/when/if athletics staff can be considered exempt under the FLSA.

Impact of DOL Exempt Salary Increase on Higher Ed Employers
This white paper, also authored by Passantino, provides guidance on the exempt/non-exempt status of several higher ed-specific positions (think academic and non-academic administrators, residence hall directors, postdocs, etc.) and provides guidance on best practices for ensuring compliance with the FLSA’s minimum wage and overtime requirements for employees who do not qualify for the exemption. The paper also covers issues concerning part-time employment; partial-year employment; salary paid by multiple sources; room and board; and student workers.

Overview of the New Rule and What’s Next for Higher Ed

All Things FLSA

We hope these resources will help make your work as it relates to the new overtime rule a little easier, and we look forward to continuing to engage with you in the months ahead as the compliance date draws near.

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