The Fair Labor Standards Act (FLSA) legislates the rules by which a job can be declared either eligible (non-exempt) or ineligible (exempt) for overtime payments to incumbents, with the enforcement of this legislation being performed by the states. The determination of the correct FLSA status can be complex, and an incorrect FLSA status assignment for a job can result in potential fines and other penalties to your organization. Your organization can save money by not paying overtime to jobs that are ineligible for overtime payment.
It is common for jobs that were assigned as overtime ineligible to become overtime eligible (and vice versa) due to changes to a job over time. Without someone paying attention to this, your organization could be at risk of for a FLSA audit.
Either as part of the job analysis process or as a stand-alone project, Richardson Compensation Consulting, LLC can partner with your HR and legal representatives to review and analyze the FLSA (overtime) status of all jobs to ensure accuracy and compliance with the most current FLSA legislation as determined by the U.S. Department of Labor.