Bridge Professional Services, LLC

The Fair Labor Standards Act (FLSA )minimum salary threshold has been moved back to $35,568 annually, which is equivalent to $684 per week or $17.10 per hr.
In 2020, the required minimum salary for exempt level employees (who also must meet the duties test) was finally increased after 16 years. The previous required minimum threshold had been $23,500 annually equivalent to $455 per week or $11.38 per hr.
Employees who are salary exempt are exempt from overtime pay if they work more than 40 hours in a work week.
Its imperative that small businesses understand their obligations under the Department of Labor.

Employers found in violation are not only required to pay back wages, but are subject to civil and and criminal penalties.

Employers who willfully or repeatedly violate the minimum wage or overtime pay requirements are subject to a civil money penalty of up to $1000 for each such violation.

Willful violations of the FLSA may also result in criminal prosecution and the violator fined up to $10,000. A second conviction may even result in imprisonment.

How Should Employers Respond Now that Overtime Rule Is Blocked? A federal court decision spared HR professionals from having to comply with a Jan. 1, 2025, increase in the salary threshold for white-collar exemptions from overtime.