As detailed here in our Labor & Employment blog, the Department of Labor recently announced significant increases to its minimum salary threshold to be considered exempt from the overtime requirements under the Fair Labor Standards Act (FLSA). Health care employers — both in the non-profit and for-profit sector — will be impacted profoundly because many managers in the industry receive less than the new $47,476 salary required to be exempt. As detailed in our post, unless significant changes are made to the terms and conditions of employment for these individuals, health care employers will be on the hook for additional overtime expenses. Fortunately, health care employers may continue to take advantage of the FLSA’s “8 and 80” option to limit overtime expenses by paying time and one-half for all hours worked over 8 hours in any work day and over 80 hours in a 14 day period. We recommend contacting counsel for assistance with complying with the new rule.
For More Information
Foley will be holding a webinar titled, “Overtime Exemptions: What’s New and How It Affects You,” on June 2, 2016 to further discuss this topic. For more information and to register, visit Foley.com.