The National Association of Home Builders (NAHB) deplores it. The Consumer Technology Association (CTA) says it will undermine small business. The National Retail Federation (NRF) calls it “career killer.”
But there's only so much they could do about the new Fair Labor Standards Act (FLSA), which will dramatically increase the number of workers eligible for overtime pay.
The three organizations — and others that oppose the act — so far have only succeeded in trying to push back the start date for FLSA from Dec. 1, 2016 to June 1, 2017.
Under a mandate from the Obama administration, the U.S. Department of Labor is raising the threshold for workers to be exempt from overtime pay. Any employee making less than $47,476 per year in salary (about $23 per hour) must be paid overtime under the new law. The previous threshold was $23,660 per year for overtime eligibility.
The new law could be painful for some integrators, especially in regions with lower costs of living.
CEDIA, the trade organization for home-technology integrators, is hosting a free Webinar to advise members on the new mandate, ensuring they obey the new laws and prepare for potentially higher payrolls.
Labor lawyer Tami Earnhart will present the Webinar, which takes place Oct. 13, 2:00 to 3:00 pm EDT.
- What will and will not change as of Dec. 1
- How the change will affect your compensation structure now and in future years
- The practical steps you should be taking now to prepare
- Options for paying your newly non-exempt (i.e., overtime eligible) employees
- Practical situations that will arise in your workplace as a result of this change
Correction: CE Pro originally stated that the new FLSA law was postponed until June 1, 2017 as we reported earlier; however, only the House of Representatives voted to extend the FLSA start date. The start date remains Dec. 1.
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