By Marina Burton Blickley, Esq., Centre Law & Consulting LLC
A draft of the Department of Labor’s final revised regulations covering white collar exemptions was just released and is set to become effective December 1, 2016 – right after elections. The final rule sets the new salary threshold for exempt executive, administrative, and professional employees at $47,476 annually and $134,004 for exempt highly-compensated employees. This is a dramatic increase from the prior levels of $23,660 and $100,000. Now that the final salary levels are known companies should be reviewing their employee classifications and making adjustments where necessary to be prepared to be in compliance come December 1, 2016. Government contractors with contracts covered by the Service Contract Labor Standards (formally Service Contract Act) should also perform an analysis to ensure employees performing services on those contracts are being provided appropriate wages and health and welfare benefits since the FLSA overtime exemptions are used to determine coverage under that Act.
There have been a number of recent updates to the employment laws governing employers generally and, in particular, government contractors. WIPP’s Give Me 5 recently hosted a webinar covering these and other changes. To learn more, please listen to the podcast available here –
Give Me 5: Where Human Resources and Government Contracts Intersect
Guest Speakers: Barbara Kinosky, President and Managing Partner, Centre Law & Consulting and Marina Blickley, Associate, Centre Law & Consulting
Federal contractors are subject to a unique set of rules, laws and regulations. Many of these laws and regulations also apply to subcontractors. This session covers the more complicated areas where HR and government contracts intersect. Topics include: