Description
About This Program
On April 23, 2024, the U.S. Department of Labor announced a final rule increasing the minimum salary required to properly classify employees as exempt from federal minimum wage and overtime. The first change outlined in the rule is scheduled to go into effect on July 1, 2024, with a subsequent change effective January 1, 2025. Under state and federal law, employers are required to pay employees minimum wage for every hour worked and overtime for every hour worked in excess of, usually, 40 hours in a work week, except for employees that the employer can properly classify as “exempt” from these rules. Some of the most commonly utilized exemptions are sometimes referred to as the “white collar” or “EAP” exemptions and apply to employees who perform exempt executive, administrative, professional, outside sales, and computer duties and, who generally receive a guaranteed salary of at least the minimum required amount (currently, $684/week under federal law and $816.35/week under Maine law).The Department’s newly announced final rule will increase the federal minimum salary threshold required for exempt employees. The final rule does not modify the exempt duties, which are also required to properly classify an employee as exempt under the EAP exemptions. Of relevance here, the revised final rule: Increases the federal minimum salary threshold for the EAP exemptions in two steps. Adds a mechanism that will provide an automatic update to the federal minimum salary threshold every three years beginning on July 1, 2027.
In this webinar, we will cover which school employees will be subject to the new minimum salary threshold for exempt employees and which school employees will remain subject to the other exemptions that do not have the same minimum salary threshold requirement (i.e., teachers and educational administrators). Our goal is to inform you of the new changes and help you plan for compliance.
Topics will include:
An overview of the USDOL’s new rule, increasing the minimum salary threshold for exempt employees and how it alters the landscape for schools; Which school employees will be subject to the new minimum salary threshold for exempt employees; How the new minimum salary threshold for exempt employees operates for employees who work less than 12-months per year; The collective bargaining implications of the new minimum salary threshold for exempt employees; and What schools should do to ensure they are in compliance. Who should attend? This program is designed for superintendents, business managers, assistant business managers, human resource professionals, and any payroll or administrative staff tasked with overseeing compliance with overtime requirements
