Jera Compensation Consulting

We can help guide you into compliance! Oregon's 2019 pay equity law updates clarified several points: Simplified the definition of a pay system. Allowed modified/light-duty assignments without violating pay equity rules. Clarified redlining (pay freezes) without admitting liability. Refined the Equal Pay Analysis process to avoid asking sensitive questions about protected classes(OLIS)(Oregon.gov).

Takeaway for employers: Employers now must decide whether to raise the salary of those employees who earn above the overtime threshold under the old standard but below it under the new standard so they remain exempt. Employers that choose not to raise these employees’ salaries should be prepared to pay overtime to these employees when they work more than 40 hours in a workweek. Schedules for those employees whose salaries are not raised above the new threshold may need adjusting to limit overtime costs. Careful communication should be rolled out to explain why employees formerly categorized as exempt are now nonexempt. https://lnkd.in/gz8ugZ3q

The Biden-Harris administration has finalized a rule to expand overtime pay for American workers. Starting July 1, the salary threshold for overtime eligibility increases to $43,888, and by January 1, 2025, it rises to $58,656. The rule ensures updates every three years to maintain fairness. Acting Secretary Julie Su emphasized the aim to provide fair compensation for workers and economic security. The Department of Labor consulted stakeholders and considered over 30,000 comments before finalizing the rule. https://lnkd.in/d46hnpT6

Pay transparency involves openly sharing information about employee salaries. Lack of transparency can worsen racial discrimination in the workplace. Studies show racial minorities often earn lower wages than white counterparts. Without transparency, racial disparities in pay may persist. Measures like disclosing salary ranges can help address these disparities. https://lnkd.in/d2wWntb7

*The DOL submitted its overtime rule for final review by the OMB. *The rule is expected to take effect 60 days after finalization, a shorter timeline than previous rules. *The minimum salary for exempt employees will increase to match the 35th percentile of weekly earnings. *The projected range for the new salary threshold is $55,068 to $60,209 per year. *Recent data suggests it could be even higher, up to $60,785 per year. *Employers will be impacted, needing to adjust salaries or reclassify employees accordingly. *The final rule will clarify the initial salary threshold and its implicationshttps://lnkd.in/d3W86Hx8

So here's to the ladies who bend but never break, who lift each other up, and who prove every day that strength comes in all shapes, sizes, and shades of fabulousness!" ??????