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ARTICLE · 19 MARCH 2019

"Pay" Attention: Tracking Two New Federal Wage Requirements

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An eventful first week of March saw newsworthy announcements related to the Fair Labor Standards Act's (FLSA) overtime rule and the EEO-1 pay data reporting requirement.

United StatesEmployment and HR
Jonathan Rosenfeld
Jonathan Rosenfeld
Laura Schneider
Laura Schneider
Andrew Stauber
Andrew Stauber
Janice E. DuFresne, SPHR, CCP
Janice E. DuFresne, SPHR, CCP
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An eventful first week of March saw newsworthy announcements related to the Fair Labor Standards Act's (FLSA) overtime rule and the EEO-1 pay data reporting requirement.

Overtime Rule

On March 7, 2019, the US Department of Labor (DOL) announced its long-anticipated proposal to revise the "white collar" overtime exemption regulations. In a Notice of Proposed Rulemaking (NPRM), the DOL's Wage and Hour Division stated its intention to increase the salary thresholds determining which workers are "nonexempt" and therefore eligible for overtime compensation under the federal FLSA. The minimum salary required for an exemption from the requirement for overtime pay would increase from $455 per week (the equivalent of $23,660 annually) to $679 per week (the equivalent of $35,308 annually), while the minimum total compensation requirements for "highly compensated" employees would increase from $100,000 annually to $147,414 annually. The proposed rule does not propose changes

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