t’s time for construction and other companies to devise a plan for coping with a potentially drastic increase to the Fair Labor Standards Act’s overtime threshold, a Cozen O’Connor attorney said Thursday.
Employers should consider “right now” how they would tackle a change that could increase the FLSA’s regulatory salary threshold for overtime eligibility from about $35,000 to about $55,000, Mariah Passarelli, member of the firm, said during a virtual conference.
The U.S. Department of Labor proposed that change in August and is accepting stakeholder comments through Tuesday. Exempt employees paid less than $1,059 per week, which amounts to $55,068 per year, will lose their FLSA exemption if the proposed threshold is finalized, Passarelli explained. If that happens, employers have a few options.
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