UPDATE: On September 24, 2019, the U.S. Department of Labor announced a final rule to raise the minimum salary threshold to $684 per week ($35,568 per year). The final rule is effective January 1, 2020.
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards for employees in the private sector and in government. The FLSA contains some exceptions, or exemptions, from these standards. This means that some employees can be considered exempt from the minimum wage and overtime pay provisions.
Because exemptions are specifically defined under the FLSA, an employer should carefully check the exact terms and conditions for each. MRA has assembled the following information in this Toolkit to assist companies in complying with the FLSA exemption rules and any changes that may need to be made in exemption status.
- Preparing for the FLSA Changes
- Communication
- Determining Exemption Classification
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Sample Policies
Sample Policies
As employers are considering changes due to the new exemption rule, handbook policies may need to be added or revised. The following are samples that companies can review and modify to fit their needs:
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DOL Resources
DOL Resources