Source: https://helpdesksuites.com/2016/12/06/blocked-overtime-rules-leave-employers-with-a-dilemma/
Timestamp: 2019-06-18 11:05:38
Document Index: 301584521

Matched Legal Cases: ['§ 3', '§ 42', '§608', '§ 195', '§ 41', '§ 95']

Employment law firm Little Mendelson P.C. released this helpful advice last week.
“BY DANIEL L. THIEME ON NOVEMBER 28, 2016
One pay period’s advance notice: Maryland (Md. Code Ann., Lab. & Empl. § 3-504(a)(3)); West Virginia (W. Va. Code R. § 42-5-4.2); Seattle (Seattle Muni. Code 14.20.040(B)).
Seven calendar days’ advance written notice: Nevada (Nev. Rev. Stat. §608.100(3)); New York (N.Y. Labor Law § 195(2)); South Carolina (S.C. Code Ann. § 41-10-30(A)). In New York, the statute’s seven-day advance notice requirement, by its terms, does not apply if the change will be reflected on the normal pay stub (payroll wage statement), but New York DOL written guidance states that notice must be provided except for wage rate increases. In Nevada, advance notice is not required if the “employer complies with the requirements relating to the decrease that are imposed on the employer pursuant to the provisions of any collective bargaining agreement or any contract between the employer and the employee.”
24 hours’ advance written notice: North Carolina (N.C. Gen. Stat. § 95-25.13(3)).
1 The information in this ASAP is believed to be complete with regard to state law requirements applicable to at-will employees, but may not address all requirements adopted by local law or ordinance.”
Be certain you are covering all of your state and local laws when changing pay rates. Mishandling this one issue may launch more employee-driven audits and inspections than you would expect.
Lisa Smith is CEO of Andere Development, LLC and Chief Content Developer at BeAuditSecure.com. Follow her on Twitter, connect with her on LinkedIn, listen to her Small Business Spoonfuls Podcast, and find more from her in Audit-Secure Assistant at BeAuditSecure.com.
Tags:final ruleovertime exemptions