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Schiff Hardin partner William J. Carroll examines the U.S. Department of Labor’s final version of the overtime exemption rule. The new rule raises the minimum salary threshold required to qualify for the Fair Labor Standards Act's "white collar" exemption to $47,476 per year. This and other changes, which go into effect on December 1, 2016, will extend overtime pay eligibility to millions of workers who previously did not qualify.
Will examines the new rule from an employer's perspective. Topics include:
- The specifics of the new rule - what every employer must know in addressing overtime eligibility.
- Strategies for implementation: raises or reclassification?
- Implications for payroll and personnel practices for newly non-exempt employees.
Resident in the firm's San Francisco office, Will represents employers in litigation and in compliance counseling. He has litigated numerous wage and hour class actions, and routinely advises Fortune 500 companies and other employers in proactive wage and hour compliance programs and other regulatory requirements.