It’s Time to Get Ready for the Changes to the Overtime Pay Rules

On May 18, 2016, the Department of Labor (DOL) announced final regulations
governing the salary level required for the white-collar exemption from the minimum wage and overtime protections of the Fair Labor Standards Act (FLSA).  Effective December 1, 2016, the threshold at which workers are exempt from overtime rules of FLSA will increase from $455 per week ($23,660 annually) to $913 per week ($47,476 annually). 

Why the new overtime rules are good for nonprofits and thus for our community

If you work in nonprofit in the US, you have heard that new federal overtime laws/rules are coming. They affect how we categorize the professionals in our sector—“Exempt” or “Non-Exempt”—and how we pay them, whether through set salaries or through hourly wages that include overtime for hours worked over 40. If reading that sentence makes you want to hyperventilate into a paper bag for a few minutes, you’re not alone. Many people are freaking out about these new laws and how to comply with them, because they take effect this coming December!

Resources for Nonprofits on the New Overtime Rule

new overtime rule will go into effect on December 1, 2016. Under it, an increased number of salaried employees must receive overtime pay for work exceeding 40 hours per week.