Pickrel, Schaeffer and Ebeling的动态

The increase in the Minimum Salary Threshold is HUGE and going to be quite difficult on businesses especially knowing the change is coming in a few months. Seems the increase in minimum salary threshold should increase some, but not nearly to this level. Maybe they should also consider different thresholds for different areas of the nation....these amounts mean one thing in CA and another in KY.

Are you ready for the January 1 increase in the minimum salary threshold for exempt employees? While it still may not be certain to happen, here are some tips on what you should be doing now.

Salary thresholds are going up, up, up! Starting July 1, 2024, the salary threshold will increase to an annual salary of $43,888 & increase again to $58,656 on Jan. 1, 2025. Stay updated & prepared for these upcoming changes. #salarythresholds #businessnews #paychex

With the salary threshold increasing for employees to be exempt, the Fifth Circuit is taking up the issue of whether a salary threshold is even lawful in the first place. Check out my insight with Micah Dawson and Stephen Gee for more information. #flsa #employmentlaw

?? New DOL Exempt Salary Requirements Effective Today! ?? Starting July 1, 2024, the Department of Labor's updated salary thresholds are in effect. To help you navigate these changes, we've published a comprehensive 3-part blog series that breaks down the new requirements and what they mean for your business. Stay compliant and informed with our detailed guides. ?? Dive into the series: https://lnkd.in/eDi84234

Here's a guideline to the new salary threshold, effective July 1, 2024!! ? Please feel free to reach out with any questions about how this could effect your employees, or how to navigate step 1 of this 2-part implementation!

Well, that didn’t last long. The changes to the Department of Labor's exempt salary rule, which took effect in July 2024, have now been reversed. This means employers are back to the previous salary thresholds: Standard Salary Threshold: $684 per week ($35,568 annually) for most executive, administrative, and professional employees Highly Compensated Employee (HCE) Threshold: $107,432 annually If you’ve already adjusted your pay structures to comply with the July 2024 thresholds, you’re not required to reverse those changes, but you can. Keep in mind, any changes must be made going forward, not retroactively. Read more about the update below.

The Department of Labor’s power in defining the “Minumum Salary Rule” was recently challenged. In my latest post, I break down the legality of this regulation and what it means for employees today:

https://lnkd.in/efqBEJgp On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department of Labor regulation increasing the salary amount required to qualify an employee for exempt status as an executive, administrative or professional (“EAP”) employee under the Fair Labor Standards Act (the so-called “EAP Exemption”). This means that the salary amount required for the EAP Exemption reverts to $684 per week (or $35,568 per year) as set forth in the rule prior to its revision (the 2019 Rule). This means that employers are not required to consider further salary increases on January 1, 2025, as they would have if the 2024 Rule had not been vacated. Whether employers choose to adjust salaries that were raised in July of this year to comply with the now-vacated 2024 regulation is a decision for each business to make.

"If your organization already has begun adjusting salaries or reclassifying employees based on the new thresholds, now is the time to reassess your approach. While the court's decision put many regulatory changes on hold, it's important to consider whether you need to reverse any changes you've already made. And if you've been working on reclassification or salary adjustments in anticipation of the new rule, consider seeking guidance on the implications of the ruling."