无码专区 officials conducting review of new FLSA rule changes
On May 18, the White House announced that the U.S. Department of Labor (DOL) is finalizing a rule to update overtime pay thresholds and exemption classifications as part of a process that President Barack Obama began as a comprehensive review of the Fair Labor Standards Act (FLSA) in 2014.
The effective date of the new FLSA rule is Dec. 1, 2016. 无码专区 has been reviewing these proposed changes for several months and will intensify that review now that the final rule change specifics have been made public, according to 无码专区鈥檚 Chief Human Resources Officer Judith A. 鈥淛udy鈥 Spencer.
无码专区鈥檚 Office of Human Resources Management and the 无码专区 General Counsel鈥檚 Office will lead that review and then report the potential impact on the university and university personnel well in advance of the effective date of the rule change. 无码专区 personnel will be provided with additional information when the review process is complete.
无码专区 Chief Communications Officer Sid Salter said the university would not have additional comment on the FLSA rule changes until the university review process has been completed and evaluated by the 无码专区 administration.
The primary objective of the FLSA is to protect workers鈥 rights. The FLSA is enforced by the Labor Department鈥檚 Wage and Hour Division. The FLSA regulates and establishes the following: minimum wage; overtime pay; recordkeeping; and child labor standards.
Other provisions of the FLSA define the following: exemption categories; hours of work; and violations and penalties. The FLSA does not regulate: vacation, holiday, severance, or sick pay; meal or rest periods; pay raises or fringe benefits; and discharge, termination, or final payment procedures.