
The Department of Labor announced on 5/18/16 that new overtime rules will go into effect on December 1, 2016. That is about six months from now.
In one over-summarized sentence, here is the deal: for employees paid less than $47,476 annually, the employer needs to develop a system to track actual hours worked so employees are paid for overtime hours, with very narrow exceptions for charities.
Employees paid over that amount must still meet the previous requirements for job duties and be paid on salary basis to avoid the overtime requirement. The threshold will be revised every three years.
In case you don’t immediately see some implementation issues, then think about your super-dedicated first level supervisors paid less than $48K and ask yourself if you know how many hours they spend outside the office answering emails and how many extra hours they spend in the office beyond what they are scheduled.