New Overtime Rules: Analyzing, Identifying and Communicating the Changes to Your Workforce

The DOL published its highly anticipated overtime rules on May 18th, making 4.2 million more American employees eligible for overtime pay.

Taking effect December 1, 2016, employers need to take steps now to understand and minimize the significant impact this can have on your operations and budgets.

With the annual salary threshold for overtime doubling to $47,476, many employees may need to be reclassified from exempt to nonexempt.  And while you, the employer, have no choice but to comply, some employees might feel that the change to hourly is an unwanted demotion.

How can you analyze your workforce to identify the appropriate changes you need to make, and effectively and successfully communicate these necessary changes to your workforce?

Join our panel of leading advisors, Gregory Stoskopf and Lisa Disselkamp with Deloitte, to learn strategies that will help you 1) make the right changes to your organization, and 2) communicate them in a way that will keep your workforce morale high and your practices in compliance.

  • Get an overview of the changes and the potential financial impacts for organizations with large, low-paid, exempt populations
  • Discover what options are available to you to manage the financial impact on your organization, and how to determine which is optimal for each type of personnel
  • Learn strategies to assess your workforce and analyze the data to make cost-effective decisions, including salaries,  hours worked, incentive payments, travel time, remote and off-hours work and time capture,  headcount, scheduling, and staffing
  • Reclassifying employees: Gain insight into why this extends beyond HR compliance to operations, IT, and finance, and the potential implications for those areas and systems
  • Communication strategies: What employees and leaders are going to worry about the most and how to minimize the disruption
  • Learn effective methods to communicate these changes to all  workers to minimize the impact on morale and retention

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