<img src="http://www.lansrv050.com/78816.png" style="display:none;">

Hiring has Never been Easier!

"Electronic I-9's and E-Verify are built-in to save time and reduce risk. Learn More

Overview

Overtime Calculator

Recent Legislative Update:
DOL Overtime Ruling 
On November 22, 2016 in State of Nevada v. United States Department of Labor, a federal judge granted an emergency preliminary injunction to block the new Fair Labor Standards Act Overtime Final Rule that was scheduled to take effect on December 1, 2016.  While the Department of Labor disagrees with the decision, the injunction issued indefinitely postpones the effective date of the new overtime rules nationwide.  Since the injunction could be lifted in the future, employers should still analyze the potential impacts the change could have on their organization. 
 

The Department of Labor revised overtime regulations on May 18, 2016 which affect the Fair Labor Standards Act’s (FLSA) “white collar” overtime exemptions. The new regulations, effective December 1, 2016,  increase the salary threshold needed to qualify for overtime exemption from $455 per week or $23,600 per year to $913 per week or $47,476 per year. This Final Rule updates the salary level required for exemption to ensure that the FLSA’s intended overtime protections are fully implemented, and to simplify the identification of overtime-protected employees.

Without intervening action by their employers, it extends the right to overtime pay to an estimated 4.2 million workers who are currently exempt. It also strengthens existing overtime protections for 5.7 million additional white collar salaried workers and 3.2 million salaried blue collar workers whose entitlement to overtime pay will no longer rely on the application of the duties test.

Use our calculators below to assist you in determining the best course of action for your organization.

               single_ee.pngCompany.png

Interested?

Discover how Proliant can exceed your needs.

Request a Quote