- Increasing the salaries to maintain exempt status;
- Converting employees to nonexempt status, maintaining their salaries at their current level of base pay, and paying overtime for hours worked in excess of forty per week; and
- Converting employees to nonexempt status, but lowering their base pay in anticipation of the costs of paying overtime.
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Authors: D. Mark Wilson
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This week, in a conference call on the Labor Department's new overtime rule, three HR Policy members discussed the various issues they are facing and their options for implementing the rule. The call was hosted by Pitney Bowes Executive Vice President and Chief Human Resources Officer Johnna Torsone, who chairs our Employment Rights Committee, and included Geoff DeBoskey, Managing Director, Employment Law and Immigration, of Accenture, and Mike Zorn, Senior Vice President, Associate and Labor Relations, at Macy's, Inc. The regulations increase the minimum salary for an overtime-exempt employee under the Fair Labor Standards Act to $47,476 per year. The group discussed the three main options an employer has regarding employees who are currently treated as exempt:
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