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For most corporations, there are significant financial consequences at stake when classifying which employees are required to be paid overtime compensation and which are “exempt” under applicable guidelines, specifically pursuant to the Fair Labor Standards Act (FLSA). The new Department of Labor (DOL) regulations that will take effect on Dec. 1, 2016 (2016 Final Rule) (81 FR 32391, 29 CFR Part 541) do not precisely resolve the present overtime eligibility debate; the absence of clarity remains a material issue especially with respect to highly compensated individuals or large groups of employees who are not easily classified. See http://federalregister.gov/a/2016-11754. Moreover, the changes that were enacted are hotly contested and will be expensive to many employers.
Lawsuits
Already, 21 states and various trade groups have sued the DOL over these regulations to attempt to block their implementation. Moreover, as the typical work-day becomes less structured, more virtual and non-traditional, the differentiation of normal working hours as compared with so-called “extra time work” will become much harder to discern. The DOL presently estimates that 80% of all companies do not comply with the FLSA. As jobs get more complex and less tied to traditional brick and mortar enterprises, that number is more likely to increase rather than decrease, and compliance is likely to come at a steep price.
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