DOL Final Overtime Exemption Rule: What You Need To Do To Comply

Alert: The DOL’s final overtime exemption rule will likely be finalized in May.

The Office of Management and Budget (OMB) is currently reviewing the rule, a process which usually takes between 30 and 60 days. That means this is the “final stretch” of regulatory red tape before the Wage and Hour Division’s (WHD) overtime rules become final.

With the anticipated May 2016 publication of the DOL’s overtime exemption rule in the Federal Register looming, now is the time to secure your seat at THE hottest wage and hour ticket in town.

Learning Objectives
  • Key compliance deadlines under the DOL’s final overtime exemption rule
  • How your compliance obligations will change as a result of what’s in the final vs. the proposed DOL overtime rule
  • The final rule’s impact on the “white collar” exemptions, administrative, professional, and executive, and the industries likely to take the biggest hit when they’ll have to reclassify workers as non-exempt and making them entitled to overtime compensation
  • The salary basis, minimum salary threshold, and duties tests to master
  • Practical strategies for getting your compliance “ducks” in a row ahead of the DOL final rule implementation date
Don’t delay! Register now for the most highly anticipated webinar of the year. Cathy Gray, BLR’s senior managing editor, will explain how the DOL’s final rule on overtime exemptions will affect how you pay, schedule, and manage your workforce, including the critical impact the new rule is likely to have on the salary basis test, factors used to determine one’s eligibility under specific overtime exemptions, and much more!

About Your Presenter

Catherine Moreton Gray, JD
Senior Managing Editor, HR and Compensation
Business & Legal Resources

Cathy Gray has over 20 years combined experience in HR management and as a management-side labor and employment attorney. Her HR experience includes recruiting, employee relations and communications, affirmative action and compensation.

As an attorney, Gray regularly counseled employers on issues such as complying with federal and state wage and hour laws, accommodating employees with disabilities, complying with federal and state laws requiring paid sick leave and family and medical leave, and union avoidance and labor relations. She represented employers in government audits, before administrative agencies, and in federal and state courts on matters including discrimination, wrongful discharge, sexual harassment, affirmative action compliance, unfair labor practices and wage and hour violations.

Ms. Gray has also written articles on developing employment law issues, and developed and presented training for clients. Gray received her law degree from the University of Connecticut School of Law, and is admitted to practice law in the State of Connecticut and before the United States District Court for the District of Connecticut.
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