The DOL Is Getting Ready To Revisit The Overtime Salary Threshold. Are You Ready?

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“You’re hot then you’re cold, you’re yes then you’re no, you’re in then you’re out, you’re up then you’re down.”

OK, those are lyrics to a Katy Perry song — but they also explain how a lot of business owners have been feeling about the FLSA overtime rule changes.

 

Here’s a quick recap:

Not even the happiest place on earth is immune to FLSA violations. Read more!

Last year, we were warned that changes were coming, fast! On December 1, 2016, the current overtime threshold of $23,660 was set to nearly double — and low-wage workers everywhere were celebrating the change (while their employers hastily prepared to comply).

Then, just days before implementation, the rule was suspended and, eventually, postponed indefinitely. Business owners who inevitably waited until the last minute to make important FLSA changes heaved a huge sigh of relief. Others who had already made the changes were left with a difficult decision: Should they stand by those changes or roll them back?

For a few months, the overtime rule remained in limbo. Then, in March, the Trump Administration was given until May 1, 2017, to make a final decision. “Finally!” we thought, “A direction!” But May 1 came and went with little to no fanfare … and definitely no decisions.

Yes, there’s been a lot of “hot and cold” when it comes to the new overtime rule over the past six months — and unfortunately, there’s more to come.

 

Salary cap hopes to reach a happy medium

In a recent brief, the Department of Justice (DOJ) said that the Department of Labor (DOL) plans to revisit the $47,476 salary threshold proposed in the 2016 overtime rule through yet another new rule-making.

Meanwhile, the DOJ has abandoned its defense of the $47,476 salary level and is now taking measures to preclude it from going into effect.

And let’s not forget, Secretary of Labor Alexander Acosta said at his confirmation hearing that he wants to raise the salary threshold to a happy medium — somewhere around $33,000.

In other words, take a deep breath. Overtime changes are still on the horizon … and you can expect a lot more “up and down” in the future.

Fortunately, when it comes to accurately and easily tracking overtime hours for FLSA compliance, there’s no better time tracking system than TSheets!

 

Keep overtime in check today, avoid an FLSA headache tomorrow

TSheets helps business owners just like you curb excessive overtime by warning both you and your employees when overtime is approaching — no unhappy surprises come payday.

Click to find out what!

On top of that, TSheets automatically stores employee time data safely and securely in the cloud, so it’s always there when you need it (you know, in case of an FLSA lawsuit). Those records never disappear, so you can rest assured that your record-keeping (at least, when it comes to employee timesheets) is FLSA compliant.

Find out how TSheets can help you prepare for upcoming FLSA changes.

Best of all, TSheets is the ONLY QuickBooks time tracker, so it works directly inside QuickBooks Online!

With TSheets inside QBO, you never have to leave QuickBooks to enter employee hours or approve employee timesheets. Create invoices, run payroll, and bill clients — all without toggling back and forth between apps.

2 Comments

  1. Georgia Meyer says:

    In the state of North Carolina does my employer have to give me my time sheets and commission information?

    [Reply]

    Myranda Mondry Reply:

    @Georgia Meyer, good question. While we know nearly everything there is to know about time tracking, the timesheet laws of North Carolina are a little bit outside our jurisdiction. We always recommend that employees and employers alike check with their HR department or professional legal counsel when it comes to state-specific time tracking laws.

    [Reply]

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