Estate and Succession Planning
Dean Mead’s Estate and Succession Planning Department is one of the largest and most respected groups of estate planning attorneys in Florida. We are frequently…
Dean Mead’s Estate and Succession Planning Department is one of the largest and most respected groups of estate planning attorneys in Florida. We are frequently…
Dean Mead’s Tax Department handles tax planning issues for businesses and individuals. The attorneys in our department have extensive experience in a full range of…
Today, May 18, 2016, the Department of Labor (DOL) finalized changes to the overtime regulations under the Fair Labor Standards Act (“FLSA”). This is not a “Chicken Little” moment; the rules are real and significantly impact the workers you currently classify as “exempt” from overtime. The changes are the most significant since 2004 and were previewed in July, 2015. Since the announcement of the proposed changes last summer, the DOL has reviewed approximately 270,000 public comments and made some changes to the rule initially proposed. The final regulations “update” overtime protections and “extend” them to more than 4.2 million more Americans. They are designed to provide overtime to more employees and affect primarily those now classified as exempt under the executive, administrative or professional overtime exemptions (the “white collar” exemptions). As with the existing regulations, there is no exemption for non-profits or small businesses. The new rules take effect on December 1, 2016, giving U.S. employers just over six months to assess the impact on their businesses and to make the necessary internal decisions and changes to ensure compliance.
Dean Mead’s Employment Law Team stands ready to assist you with implementing the changes necessary to comply with the newly passed DOL regulations. Given the significance and complexity of these regulations, you will benefit from the assistance of our Team in ensuring you meet all criteria. Indeed, employment rules are complex and the potential financial impact of mistakes, particularly with overtime, is high. While legal assistance is particularly helpful in navigating these uncharted waters, the DOL’s numerous FAQs and assistance manuals available at dol.gov may also provide guidance. Putting the necessary resources into managing your workforce the right way will save time and money in the long-run. Our attorneys are excited to work with you and your business to map out your plan for continued future success.
About the Authors:
Nichole M. Mooney is a shareholder in Dean Mead’s Orlando office where she provides litigation advice and counseling, with an emphasis on issues affecting employment, for the firm’s for- profit and not-for-profit clients.
Melanie S. Griffin practices in Dean Mead’s litigation department, representing clients locally in Tampa and Orlando, statewide throughout Florida, throughout the southeast, and beyond. She advises and represents businesses of all sizes and types in commercial disputes and litigation including matters involving labor and employment.
[1] Of note, despite some speculation, there were no changes to the duties tests of the existing exemptions. In addition, the salary threshold does not apply to doctors, lawyers and teachers.