When the economy is unstable, employers are faced with difficult decisions around staffing, pay and benefits. The final rule is effective Jan. 1, 2020 and isestimated toextend overtime protections to more than one million workers who are not currently eligible under federal law. Also, the FLSA does not limit the number of hours in a day or days in a week an employee may be required or scheduled to work, including overtime hours, if the employee is at least 16 years old. For these two exemptions, the state generally sets the minimum salary requirement at 75 times the state minimum wage, which differs based on the region of the state. Will seasonal employees be held to the $49,831.60 annual threshold or the $958.30 per week threshold? If, under the employment agreement, a salary sufficient to meet the minimum wage requirement in every workweek is paid as straight time for whatever number of hours are worked in a workweek, the regular rate is obtained by dividing the salary by the number of hours worked each week. SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Members may download one copy of our sample forms and templates for your personal use within your organization. The following is a comprehensive list of the exempt status salary threshold by state. The Fair Labor Standards Act (FLSA) is a federal law which establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments. If you are represented, employers and employees should reviewcollective bargaining agreements for specific requirements concerning work period designations and overtime eligibility. Please contact your assigned AAG for assistance with questions involving the impact of multiple appointment types on an employees overtime status. Members can get help with HR questions via phone, chat or email. Employers may want to consult legal counsel about how this rule may impact them. Beginning January 1, 2022, these employees must earn at least: In Colorado, employees must meet certain salary and duties tests to qualify for exemption. .agency-blurb-container .agency_blurb.background--light { padding: 0; } In 2022, employees in Washington must earn a salary of at least 1.75 times the minimum wage for a 40-hour workweek to qualify for exemption. More detailed information is available by calling 1-800-669-4000 or visitingwww.eeoc.gov. An official website of the United States government. 7. Generally, a 2-year statute of limitations applies to the recovery of back wages and liquidated damages. 2022: $15.00: $1,200: $5,200: $62,400: Find the latest news and members-only resources that can help employers navigate in an uncertain economy. California. Flagstaff: $12.80 per hour: This is a $0.65 increase from the 2021 rate of $12.15 per hour. ol{list-style-type: decimal;} Piece rate - The regular rate of pay for an employee paid on a piecework basis is obtained by dividing the total weekly earnings by the total number of hours worked in that week. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) {
The Federal Fair Labor Standards Act (FLSA) requires that employers pay most employees at least the federal minimum wage for each hour worked as well as overtime pay for all hours worked in excess of 40 in a workweek. This question is for testing whether or not you are a human visitor and to prevent automated spam submissions. You have successfully saved this page as a bookmark. Postal Service, Postal Rate Commission, and the Tennessee Valley Authority. The FLSA is enforced by the U.S. Office of Personnel Management for employees of other Executive Branch agencies, and by the U.S. Congress for covered employees of the Legislative Branch. document.head.append(temp_style); You may be trying to access this site from a secured browser on the server. Paid leave does not count as time worked for non-represented employees. The final rule updates the earnings thresholds necessary to exempt executive, administrative and professional employees from the Fair Labor Standards Act's (FLSA) minimum wage and overtime pay . 1/1/2021. Pennsylvania Raises Exempt Salary Threshold The Pennsylvania Department of Labor and Industry published its final rule to substantially increase the salary cutoff for exempt executive,. To see minimum wage on a state-by-state basis, click here. Employers seeking to classify employees as exempt from overtime should ensure employees meet both federal and state exemption criteria. Also included is any additional time the employee is allowed (i.e., suffered or permitted) to work. The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. To ensure your organization is aware of the latest minimum wage requirements, please check out our breakdown by state and locality. Five states are increasing the minimum salary requirement for overtime exemption on January 1, 2022. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRMs permission. Some apply to specific types of businesses; others apply to specific kinds of work. Many states have their own salary and duties tests for determining whether an employee is exempt from overtime under state rules. Agencies should be reviewing their current positions to ensure that they are properly classified. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organizations culture, industry, and practices. In 2021, the salary threshold for overtime was $684 a week, or $35,568 per year. 541.710(a). The changes are summarized below: To qualify for the administrative, professional, and executive exemptions in California, employees must meet certain salary and duties tests and must be paid at least twice the state minimum hourly wage based on a 40-hour week. Being paid on a "salary basis" means an employee regularly receives a predetermined amount of compensation each pay period on a weekly, or less frequent, basis. The proposal is expected to be issued in the near future. SHRM Employment Law & Compliance Conference, Dont Forget to Review Duties Tests for Overtime Exemptions, Understanding Overtime Exemptions Under the FLSA. Certain commissioned employees of retail or service establishments; auto, truck, trailer, farm implement, boat, or aircraft sales-workers; or parts-clerks and mechanics servicing autos, trucks, or farm implements, who are employed by non-manufacturing establishments primarily engaged in selling these items to ultimate purchasers; Employees of railroads and air carriers, taxi drivers, certain employees of motor carriers, seamen on American vessels, and local delivery employees paid on approved trip rate plans; Announcers, news editors, and chief engineers of certain non-metropolitan broadcasting stations; Domestic service workers living in the employers residence; Employees of motion picture theaters; and. Such employment is permitted only under certificates issued by WHD. After the Trump administration started the rulemaking process anew, in September 2019, DOL issued a new final rule raising the minimum salary level required for exemption from $23,660 annually to $35,568 annually. For non-represented positions WAC 357-28-245 requires general government employers to get OFM approval when changing a positions overtime eligibility designation from overtime eligible to overtime exempt. While the FLSA does set basic minimum wage and overtime pay standards and regulates the employment of minors, there are a number of employment practices which the FLSA does not regulate. 8. For the professional exemption, employees must satisfy certain duties tests, but there is no minimum salary requirement under state law. A coach will not qualify for the exemption if their primary duties are recruiting students to play sports or visiting high schools to conduct student interviews. If the persons pay is tied to the amount of time (i.e., the quantity) that they work, they are hourly employees and overtime eligible because they are not being paid on a salary basis pursuant to WMWA rules. As a result of the Colorado Overtime & Minimum Pay Standards Order, the minimum salary required to qualify for the executive/supervisor, administrative, and professional exemptions under state law increases to $865.38 per week on January 1, 2022. Only employees who are not exempt from the FLSAs overtime pay requirements are entitled to breaks to express milk. Employees must be paid a salary of at least $684 per week/$35,568 annually, and the employee's duties must fall within one of the so-called "white collar exemptions." To request permission for specific items, click on the reuse permissions button on the page where you find the item. In farm work, permissible jobs and hours of work, by age, are as follows: Minors of any age may be employed by their parents in any occupation on a farm owned or operated by their parents. Virtual & Washington, DC | February 26-28, 2023. For that week only, the employee would be entitled to protections under the Minimum Wage Act, which would include payment for all time worked over 40. Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. Please log in as a SHRM member before saving bookmarks. Specifically, under WMWA rules an employee will be considered to be paid on a salary basis if the employee regularly receives for each pay period of one week or longer (but not to exceed one month) a pre-determined monetary amount (the salary) consisting of all or part of his or her compensation, which amount will not be less than what is required to be paid pursuant to WAC 298-128-510 through 295-128-530. A 3-year statute of limitations applies in cases involving willful violations. Overtime-eligible employees must be compensated with overtime pay or compensatory time for all hours worked over 40 in a single workweek. .dol-alert-status-error .alert-status-container {display:inline;font-size:1.4em;color:#e31c3d;} 14. As a result, the minimum salary required for the executive, administrative, and professional exemptions from overtime under state law increases to $1,014.30 per week on January 1, 2022. The FLSA overtime rule determines whether employees are eligibleor exemptfor overtime pay. $(document).ready(function () {
The weekly standard salary level will continue to increase each year over the next eight years. The WMWA rules state that an employee who otherwise meets the salary basis requirements shall not be disqualified from the exemption if that public employee is paid according to a pay system that is established by statute, ordinance, regulation or by a policy or practice established according to the principles of public accountability under which the employee accrues personal leave (annual, vacation etc.) The FLSA requires employers to keep records on wages, hours, and other items, as specified in DOL recordkeeping regulations. WHD does not consider filing of a comment with the Ombudsman as a factor in determining how to resolve issues raised during a compliance action. $35,568 (Current Federal) N/A. Note: In Colorado, an exempt employees salary generally must also be sufficient to satisfy the minimum wage for all hours worked in a workweek. Due to an increase in the states minimum wage, the minimum salary required for the administrative, professional, and executive exemptions from overtime under state law will increase to $735.59 per week on January 1, 2022. A minimum wage of not less than $4.25 an hour is permitted for employees under 20 years of age during their first 90 consecutive calendar days of employment with an employer. 1){
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