CT State Statute 31-76i - exempt employees not covered for the purpose of overtime payment. The U.S. Department of Labor (DOL) issued its final overtime rule as it relates to the salary amount that employees must be paid in order to meet the salary basis requirements for exemption from overtime pay. This is because the salary of an exempt employee is not supposed to be based on hours, but rather on the value the employee brings to the business. Most salaried employees must receive a minimum salary of $455 per week or $23,600 per year and perform job duties specific to their position to qualify for exempt status. The U.S. Department of Labor’s Fair Labor Standards Act sets the standard for overtime pay, minimum wage, record-keeping and child labor laws for full and part time workers. The US Department of Labor issued a final ruling today on the new salary threshold for overtime exemption: $684 per week (equivalent to $35,568 per year for a full-year worker). Most non-exempt employees are paid on an hourly basis. Impermissible Pay Docking. If an employee is considered exempt (vs. non-exempt), their employer is not required to pay them overtime pay. The new rule will be effective Jan. 1, 2020. The DOL’s 2020 final overtime rule makes the following changes from the 2004 overtime rules: The standard salary level for exempt employees is raised from $455 ($23,660/year) to $684 per week ($35,568/year); The standard salary level for exempt employees could be updated every four years by submitting a notice of proposed rulemaking for comment; Justworks. On September 24, 2019, the Department of Labor (DOL) released the final version of a new rule (the Final Rule) concerning the minimum salary level for most employees covered by the “white collar exemptions” under the Fair Labor Standards Act (FLSA).. The U.S. Department of Labor requires that employees whose salary is equal to or less than $684 a week ($35,568 annually), effective January 1, 2020 ($455 a week prior to January 1, 2020) must receive overtime, even if they are classified as exempt. One of the biggest reasons employers like to take advantage of this particular exemption for outside sales employees is that, unlike other FLSA exemptions, it has no salary basis requirement. CT State Statute 31-58 - exempt employees not covered by minimum wage or record keeping laws. The exempt employee must receive a full day's pay for the partial day worked. Step 1: Pay the Employee a Salary of At Least Minimum Wage First, the employee is not exempt from the Fair Labor Standards Act’s (FLSA) minimum wage and overtime protections. Earlier this month, the Department of Labor (DOL) finally announced the new minimum salary for exempt white-collar employees. An exempt computer employee must receive a salary of $455 per week or at least $27.63 per hour. The U.S. Department of Labor (DOL) considered input from public comment and held listening sessions during 2018 as part of the review process. Posted in *New Exemption Rules, DOL News Earlier today (March 7, 2019), the U.S. Department of Labor announced new proposed regulations (.pdf) that would increase the minimum salary for employees to qualify for the Executive, Administrative, and Professional exemptions under the Fair Labor Standards Act to $679 per week, equivalent to $35,308 per year. The new rule changes the current salary level for exempt employees from $23,660 per year to $35,568 annually. New York employers: Learn about the increased salary threshold for exempt employees in 2019 and beyond. According to the DOL, exempt employees include executive, administrative, professional … Exempt employees in California generally must earn a minimum monthly salary of no less than two times the state minimum wage for full time employment. It also includes the misclassification of exempt and nonexempt employees, which of course is tied to Department of Labor salary vs hourly employee definitions. Settling below the original published salary level and just slightly higher than the most recently proposed level, the DOL raised the nation’s exempt salary threshold from $455 per week/$23,660 annually to $684 per week/$35,568 annually. Exempt employees must receive a salary of at least $455 per week. Read on for everything you need to know about the new ruling! Small businesses (1-50 employees): An exempt employee must earn a salary of at least 1.5 times the minimum wage, or $821.40 a week ($42,712.80/year). 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