3 Key Wage and Hour Shifts Impacting Employer Workforces
In-house employment counsel and HR operations leaders must adapt to recent wage and hour regulatory and judicial shifts to avoid costly workforce compliance violations.
The Littler client alert outlines three recent high-impact wage and hour shifts: updated federal overtime eligibility thresholds, revised independent contractor classification standards, and new state-level minimum wage and pay transparency requirements. These changes alter longstanding employer obligations for worker pay, classification, and recordkeeping. In-house counsel should first audit current workforce classification and pay practices against the new rules, update employee handbooks and payroll policies accordingly, and train HR and management teams on revised requirements to mitigate enforcement and litigation risk.