During his remarks, Brantley relayed higher education’s concerns with the U.S. Department of Labor (DOL)’s recent overtime rule and the complicated process institutions underwent in order to comply by the rule's effective date, while also expressing the importance of a salary update and providing suggestions for moving forward.
Posts tagged ‘FLSA overtime regulations’
Following months of preparation for the December 1 FLSA changes, the injunction issued on November 22 temporarily stopped implementation, requiring quick action by higher ed HR and other campus leaders. See what actions institutions have taken in response to the injunction.
Update: On November 22, a U.S. District Court judge from Texas issued a preliminary injunction postponing the effective date of the overtime rule, meaning the rule will not go into effect on December 1.
At the CUPA-HR Annual Conference in Washington, D.C. last week, I sat in on the FLSA overtime and legal update Super Sessions and "overheard" a lot of online conversation from attendees.
On June 9, the House Committee on Education and the Workforce held a hearing to examine the consequences of the Department of Labor’s Overtime Rule on workers, students, nonprofits and small businesses. The hearing provided an opportunity and a platform for universities and nonprofits to voice concerns about the negative consequences of DOL’s rule. In the words of Committee Chairman John Kline (R-MN), “The department ignored the voices of those who must implement this rule in their workplaces, on their campuses, and as they serve the needs of people in their communities.”
Employers must be in compliance with DOL's new FLSA overtime rule by December 1 of this year, which leaves very little time for what's sure to be a lot of work. To help make your work a little easier, we've compiled several resources (including a white paper that provides guidance on classifying and compensating coaches and athletic trainers under the new rule) and are working on several different types of programming to help you with your FLSA challenges in the weeks and months ahead.
As efforts to influence changes to the proposed FLSA overtime regulations continue, the grassroots organization Partnership to Protect Workplace Opportunity (of which CUPA-HR is a member) has released a video featuring the voices of higher education, nonprofits, small businesses and employees who would be adversely affected by the proposed rule change.
At a recent hearing to discuss how current government regulations impact workers and job creators in Michigan, CUPA-HR board member and associate vice president for HR at University of Michigan Laurita Thomas provided a clear snapshot of the impact the DOL's overtime proposal will have on higher ed as she explained that the rule will impact 3,100 UMich employees, with implementation costs as high as $34 million.
On March 14, DOL submitted the final rule for “Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees” to the Office of Management and Budget (OMB), which is required to review all draft and final standards as well as all regulatory actions before implementation. This is the final step before the overtime rule is published — which could be as early as May.
During a recent congressional committee hearing, U.S. Rep. Mike Bishop raised the issue of the DOL’s proposed change in overtime rules. Citing information he had received from a number of small colleges in Michigan, as well as statistics from several other states, Bishop shared several concerns specific to higher education (he cited the same cost figures that CUPA-HR supplied to DOL in our comments on the rule as well as a letter CUPA-HR championed on behalf of public-sector employers).