Changes to FLSA Requirements
With the announcement of new regulations for the Fair Labor Standards Act (FLSA) that go into effect December 1, 2016, GCFA is providing resources to the United Methodist connection.
The changes to the FLSA include:
- Set the minimum salary level for exemption at $47,476 ($913/week) and the salary level for the highly compensated test at $134,004;
- Provide for automatic increases in the salary levels after three years (beginning Jan. 1, 2020), indexed to the 40th percentile of full time salary workers in the lowest wage Census region (currently the South region); and,
- Maintain the duties test criteria already embedded in the regulations.
Compliance resources available
In July, GCFA’s Human Resources and Legal Services Departments presented information on the Department of Labor’s (DOL) recently announced changes to the Fair Labor Standards Act. To receive the webinar presentation, please contact our Shared Services department at email@example.com
With ComplianceHR, you will be able to:
- Determine who qualifies for overtime
- Receive guidelines on how to re-classify, if needed
- Apply all applicable federal tests while providing a clear, actionable risk assessment
For $60 per use (each position compliance check) you have access to a tool that will significantly expedite a usually time-consuming process of assessing risk and navigating toward compliance.
ComplianceHR is provided as a Shared Service to the United Methodist connection by the General Council on Finance and Administration. Contact SharedServices@gcfa.org for more information.
For a sumary of Federal law changes - including an update on the court case - affecting exempt/non-exempt worker status, take the time to review GCFA’s white paper, prepared by our Legal Services Team.