How do the Fair Labor Standards Act changes relate to the Pay Plan implementation?
Technically, they are unrelated. However, the timing of the FLSA changes fits well with this implementation and the FLSA changes were a major factor that we considered while developing the new plan. The FLSA requires employers to pay workers at least the federal minimum wage, and to compensate them at one and one-half times their regular rate of pay for working more than 40 hours in a week. There are certain positions that are exempt from the overtime provisions of the FLSA. Under the new regulations that officially go into effect August 23, 2004, such positions must be paid a minimum annual salary of $23,660 and meet a duties test according to the exemption category executive, administrative, professional, computer, and sales. These duties test changes are requiring an additional level of review for certain positions and this review could not be accomplished until the regulations were issued. Preliminary assessments are underway presently and a Job Evaluation Questionnaire will be dis
Related Questions
- I am non-exempt under the Fair Labor Standards Act. Can I be considered an essential staff member during reduced services or office closure?
- What were the major changes to the Fair Labor Standards Act (FLSA) regulations regarding exemption?
- How do the Fair Labor Standards Act changes relate to the Pay Plan implementation?
