After several delays and legal challenges, an amendment to the salary threshold set forth in the Fair Labor Standards Act (FLSA) is set to go into effect on January 1, 2020. Pursuant to the FLSA, workers must be paid at least minimum wage and non-exempt workers are entitled to be paid compensation at one- and one-half times their standard rate of pay for all time worked in excess of 40 hours in any one workweek. However, if you are exempt, you are not entitled to receive overtime compensation regardless of the number of hours worked. To be considered exempt, you must earn at least $455/week (called the “salary threshold”) and perform various “white collar” duties. The salary threshold has now been amended, making many more American workers entitled to receive overtime compensation.
The new salary threshold has been raised to $684/week, or an annual salary of $35,568. With the new level set to take effect January 1, it is a good idea to ensure that you are properly classified and receiving (or will receive) any overtime compensation that you are rightfully entitled to.
Misclassifications – having the wrong designation – is one of the most frequent employment law violations, with employers wrongfully depriving workers of all the compensation they have earned.For more information or if you would like to ensure you have not been deprived of compensation, please contact the experienced Atlanta wage and hour lawyers at Buckley Beal for an immediate case evaluation.