In the first blog, (http://rmk.0d8.myftpupload.com/will-the-revised-overtime-law-affect-you/) we outlined several action steps the Employer may want to consider executing now. The first step was to identify employees likely to be affected because they are currently classified as exempt and under the new compensation threshold will no longer qualify to be classified as exempt from the FLSA. Since
The Department of Labor has publicized a proposed revision (revised overtime regulations) to the Fair Labor Standards Act (FLSA). From the perspective of an Employee, this is the law that defines which positions (employees performing the position) must be paid premium pay (time and one-half) for hours worked over forty (40) in a specified work week.
With thirty (30) years in the Human Resources and Benefits field, I can report that very few employees pay any serious attention to their company pension plan until they reach age fifty or greater. In essence, they do not have a “plan” for their retirement. This brief primer is intended to assist in at least
