July August Chamber Magazine FINAL

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Trailblazer Spotlight Employers head into overtime preparing for new wage and hour rules By Mike DeCamps, Chairman Sands & Anderson PC Employment Practice Group The long awaited final rule updating the regulations relating to overtime exemptions for executive, administrative and professional employees was published on May 17, 2016. Contrary to all the hoopla that was written about this anticipated final rule, the Obama administration did not wait until Labor Day or the Fourth of <strong>July</strong> to publish it. The fact sheet published by the Wage and Hour Division of the United States Department of Labor can be found at www. dol.gov/whd/overtime/final2016/overtime-factsheet.htm. The effective date of the final rule is December 1, 2016. The key provisions of the final rule are as follows: 1. The salary threshold for employees who are exempt – and therefore not eligible for overtime – will jump from $23,660 to $47,476 annually for a full year worker. In other words if you are an exempt employee under the executive, administrative or professional category and earn less than $47,476, after December 1, 2016 you will become nonexempt and eligible for overtime pay; 2. The total annual compensation for highly compensated employees who are subject to a lesser “duties” test will increase from $100,000 to $134,004; 3. The salary and compensation levels will be reevaluated every three years under a mechanism that will modify these new levels in accord with the percentile of earnings at which they have been established (the 40th percentile of earnings for fulltime salary workers for the $47,476 salary level and the 90th percentile for fulltime salary workers for the $134,004 highly compensated employee level). It is estimated that some 4.2 million more employees in the United States will be eligible to earn overtime pay when the new final rule takes effect on December Michael DeCamps 1. Employers who are concerned about the impact of this final rule on their bottom line may choose to react in multiple ways. Now is not only a good time for employers to receive counsel about the best strategy to respond to and comply with the final rule, but also to address any issues employers might have about compliance with the complex wage and hour laws. While employers are in this “overtime period” prior to the effective date of the final rule, employers should audit their exempt employees to determine how many will be subject to the final rule. In the recent months there have been numerous publications and commentaries about the likely impact of the final rule and suggested strategies for communicating the changes to your employees and implementing it. The employment law attorneys at Sands Anderson are available to counsel on this subject and to help employers remain compliant with this final rule and the wage and hour laws. Ribbon Cutting Ceremonies Best Western Plus Thornburg Inn & Suites Campers Inn RV Fredericksburg Bin There Dump That Community Bank of the Chesapeake 20 Fredericksburg Regional Business JULY/AUGUST 2016
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Page 1 and 2: FREDERICKSBURG REGIONAL BUSINESS JU
Page 3 and 4: President’s Message By Susan Spea
Page 5 and 6: Feature Feature FOOTPRINTS of our p
Page 7 and 8: troops. He was promoted to Colonel;
Page 9 and 10: Feature Hedelt retiring as City's T
Page 11 and 12: The Retirement of Joan McLaughlin A
Page 13 and 14: Feature Originally from: Boston, so
Page 15 and 16: continually strive to be involved i
Page 17 and 18: From the Cover Kris Sieber - Direct
Page 19: When you’re in medicine, it helps
Page 23 and 24: Our Environment #GreenBiz2016 Talki
Page 25 and 26: 29 YEARS . . . AND ON TO 30! NOT EV
Page 27 and 28: REC earns distinguished Tree Line U
Page 29 and 30: Linda Rivera continued from page 16
Page 31 and 32: July 2016 12 - Special Dialogue wit

July August Chamber Magazine FINAL

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