The Center has posted its initial analysis of the U.S. Department of Labor's proposed overtime regulations.
Overtime
The U.S. Department of Labor (DOL) announced last week that it plans to release new proposed regulations on the salary threshold under the Fair Labor Standards Act (FLSA) in October. Currently, FLSA requires employers, including nonprofits, to pay their employees at least $7.25 per hour and to pay employees one-and-one-half time their regular rate of pay when they work more than 40 hours in a workweek. Employees are exempt from the FLSA overtime pay requirement if they:
- Start Planning Now (Again): What Your Nonprofit Needs to Know About the (Latest) New FLSA Overtime Rule
Updated: September 25, 2019
Printable .pdf version
On May 21, 2019, the Center submitted comments to the U.S. Department of Labor (DOL) on its proposed rules that would increase the salary threshold for exemption for overtime pay requirements under the Fair Labor Standards Act from $23,660 per year to more than $35,000 per year. The Center's comment recommended that DOL:
- Start Planning Now: New Overtime Rules Will Take Effect on December 1, 2016
The U.S. Department of Labor's (DOL) new overtime regulations will mean that many more employees of North Carolina nonprofits will be entitled to overtime pay when they work more than 40 hours per week. These changes, which will take effect on December 1, 2016, will affect thousands of nonprofits in North Carolina.
- The Status (and Future) of the Overtime Rule What Nonprofits Need to Know
In November 2016, a judge from a federal court in Texas issued a temporary injunction that delayed the December 1 effective date for the new overtime rule from the U.S. Department of Labor (DOL). On December 1, 2016 DOL and the U.S.
This guide offers clarification on how the FLSA generally, and the white collar exemptions specifically, apply to the nonprofit sector. (U.S. Department of Labor)
See also: Breaking down your nonprofit's obligation to pay overtime by National Council of Nonprofits