ComplianceHR Updates

Navigator OT has been updated, and any evaluations submitted will now use the new salary level needed to qualify for the FLSA's administrative, executive, and...

On July 1, 2024, the final overtime rule goes into effect, and the salary level needed to qualify for the FLSA’s executive, administrative, and professional exemption will increase to $844 per week ($43,888 annualized). To make sure you have some time to prepare, we have decided to update the salary rate in Navigator OT on June 17, 2024. Evaluations submitted after 9 pm EST that day will use the new salary level.

On June 1, 2024, a new expansive anti-discrimination ordinance goes into effect in Lehigh County, Pennsylvania. This ordinance establishes protected characteristics and includes prohibitions relating to salary history and criminal record history. You can learn more about the new ordinance here.

Update: The webinar can be viewed here.

As we discussed last month, the final overtime regulations have been published and go into effect on July 1, 2024. If you would like to learn more, we invite you to attend our upcoming webinar “What Employers Need to Know: The DOL’s Final Overtime Rule.”

Just recently, Littler published the results of their 12th Annual Employer Survey. This report provides the findings of the survey that was completed by more than 400 in-house lawyers, business executives, and human resources professionals and offers their thoughts and Littler insight on current trends in employment law.

Recently, the EEOC published final regulations that clarify and expand upon an employer's obligation to provide reasonable accommodations under the PWFA. You can learn more about the final regulations that take effect on June 18, 2024, in Littler’s Insight “EEOC Releases Expansive Final Regulations to Implement the Pregnant Workers Fairness Act.” You can also check out our webinar “Are You Ready for the June 18th PWFA Rule?” which covers topics such as:

Earlier this week, the U.S. Department of Labor released the final rule for overtime eligibility. The final rule is scheduled to take effect July 1, 2024, and increases the salary level needed to qualify for the FLSA’s administrative, executive, and professional exemption to $844 per week ($43,888 per year). If you would like to learn more about the new rule, check out Littler’s ASAP “Department of Labor Publishes Final Rule to Update the Salary Level for Overtime Eligibility.”

It’s been a white since we’ve discussed the proposed updates to the Overtime rule, and we just wanted to let you know we’re still keeping our eyes on it. Just recently, the proposed rule passed White House review, and the final ruling is expected to occur in the near future. We will continue to keep you updated.

In the meantime, we encourage you to continue using Navigator OT to help you determine the risk of classifying your positions as exempt or non-exempt. This not only helps you now, but also after the final rule is published and goes into effect. Once the final rule is published and Navigator OT is updated, you will be able to copy and rerun previous evaluations for positions you think may be affected by the new rule.

If you’d like to learn more about the risks associated with overtime classification, we invite you to check out our most recent whitepaper about overtime: "The Danger of Making the Wrong Overtime Classification Decision." You can also learn more about Navigator OT in the Knowledge Center.

Please feel free to reach out to us at support@compliancehr.com with any questions.

UPDATE: Click here to watch this webinar.

You have more than likely heard about the landmark Chevron decision, which requires courts to defer to the legal views of federal agencies. But, do you fully understand what Chevron is about and the implications that could happen if it is overruled?

We invite you to attend our webinar “What Would Overruling Chevron Mean for Labor and Employment Law?” On February, 20, 2024, we will be presenting this 60-minute webinar with Littler and will cover:

Earlier this week, the Department of Labor published a final rule defining “independent contractor” under the Fair Labor Standards Act (FLSA). This rule will go into effect on March 11. To learn more about the final rule and what it entails, check out Littler’s Insight “U.S. Department of Labor Finalizes Independent Contractor Regulation.”

We are working closely with Littler to make the necessary updates to our Navigator IC solution. We will let you know when Navigator IC is using the new regulations.

If you’re worried about how independent contractor risk reports you have previously generated will be changed by the new regulations - don’t be! You will be able to copy and re-run previously completed evaluations to create new risk reports after Navigator IC is updated.

If you have any questions, feel free to reach out to us at support@compliancehr.com.