Bruce’s Summary: Well it appears the rules covering overtime by the DOL are here and time is running out for putting a program in place for implementation on December 1, 2016. We only have 6 months and we all know how quickly that will pass. So, in reviewing this write up, the authors did a great job of laying out action items to follow, for those with responsibility for implementing the changes, which should help in developing a solid program. We know this because they (we all know who they are) at some point are going to ask you where you are on your progress and implementation of the changes required for December 1, 2016. Actually, as with most things, everyone ignores putting a plan together until, (except for you) let’s say, around the end of October and then panic sets in.
The key is to develop a draft time line for measuring progress, utilize specialists, develop talking points NOW (remember basic HR 101, nothing is off the record and what is said now, as side discussions, will be used against you at a later date) and begin chipping away at implementation. Wow, a solid game plan put in place for implementation, you can do it!
One of the hardest issues, that you have to be prepared for will be the soft side and remembering to keep in mind, that a large number of employees (human being’s) that may be affected in a shift from exempt to non-exempt will react very emotionally. This is a paradigm shift in their life and should be recognized as such. For some, it is an important status symbol that took them a long time to achieve. Prepare accordingly. “None of the information contained herein should be construed as legal advice, nor are Calvin Associates consultants engaged to offer legal advice. If there is a need for legal advice, please contact and seek the advice of independent legal counsel.” www.calvin-associates.com