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    DOL Proposes Revisions to the Fluctuating Workweek Overtime Method

    By Barrow Group Staff / December 18, 2019

    woman working overtime-1

    In November 2019, the U.S. Department of Labor (DOL) published a proposed rule to update the “fluctuating workweek” method for calculating employee overtime wages under the Fair Labor Standards Act (FLSA). The fluctuating workweek method provides employers a cost-saving option to compensate employees who are not exempt from the act’s overtime wage payment requirements.

    Currently, the FLSA requires employers to compensate employees at a rate of one and one-half (1.5) times the regular wage rate for every hour they work over 40 during a workweek. However, FLSA regulations permit employers to compensate employees with only half (0.5) of their regular wage rate for overtime hours if certain conditions are met.

    Under the proposed rule, employers could pay bonuses and shift differentials, and offer other incentive payments to employees who are paid under the fluctuating week method. The proposed changes were issued to clarify conflicting court rulings regarding this method.

    Employer Takeaway

    This is only a proposed rule, so it does not impose any new requirements on employers. Barrow Group, LLC will keep you updated to new developments.

    Topics: temporary staffing, staffing, PEO, risk management, workplace safety, human resources, compliance

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