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    This Just In! SBA's Implementation of HUBZone Changes and Small Business Runway Extension Act Coming Soon

    November 14, 2019

    Weekly Update for Government Contractors and Commercial Businesses - November 14, 2019

    Weekly Update Newsletter
    November 14, 2019

    SBA Publishes Important Proposed Rule Changes to 8(a) and Mentor-Protégé Programs

    November 8, 2019

    Weekly Update for Government Contractors and Commercial Businesses - November 6, 2019

    Weekly Update Newsletter
    November 6, 2019

    Weekly Update for Government Contractors and Commercial Businesses - October 29, 2019

    Weekly Update Newsletter
    October 29, 2019

    Weekly Update for Government Contractors and Commercial Businesses - October 22, 2019

    Weekly Update Newsletter
    October 22, 2019

    Weekly Update for Government Contractors and Commercial Businesses - October 17, 2019

    Weekly Update Newsletter
    October 17, 2019

    Weekly Update for Government Contractors and Commercial Businesses - October 8, 2019

    Weekly Update Newsletter
    October 8, 2019

    Weekly Update for Government Contractors and Commercial Businesses - October 2, 2019

    Weekly Update Newsletter
    October 2, 2019

    Impact of DOL's Changes to FLSA Salary Basis Test on Government Contractors and Commercial Businesses

    September 26, 2019 - On September 24, 2019, the Department of Labor (DOL) announced its final rule to change the Fair Labor Standards Act's (FLSA) Salary Basis Test, which is required to classify an employee as exempt from overtime payments. In order to designate an employee as FLSA overtime exempt, an employer must ensure that the employee meets a salary basis test, which establishes a salary threshold, a duties test, as well as the types of responsibilities and knowledge required to be eligible for an exemption. The salary basis requirement is currently $455 per week, or $23,660 per year. PilieroMazza previously blogged about the proposed DOL overtime exemption rule here. Effective January 1, 2020, the final rule will increase the threshold amount to $684 per week or $35,568 per year, a slight increase from the originally proposed amount. Employers, including government contractors, with salaried employees making under $35,568 annually, need to determine if it makes business sense to convert employees to non-exempt status or to raise their salary. Not understanding this requirement could lead to costly DOL violations.

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