Rule Exempt Employee
The Final Rule that was announced and published on May 18, 2016, seeks to update the overtime regulations applicable in the U.S. This rule is expected to provide overtime pay protections for over 4 million workers in the first year of its implementation. It is expected that many workers in the U.S. would get a boost to their wallets and seek to ensure that the adequate compensation is given to people for their hard work.
The new rule seeks to cover a number of primary issues that include the updating of the salary and the compensation levels for Executives, Administrative and Professional workers to be exempted. The rule that was announced "sets the standard salary level for workers at the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region" (Colunga & Atterberry, 2015). This region is currently the South where the pay is $913 per week and $47,476 annually for a full-year worker.
The rule also sets the annual compensation of highly compensated employees (HCE) and is subject to "a minimal duties test to the annual equivalent of the 90th percentile of full-time salaried workers nationally ($134,004)" (Colunga & Atterberry, 2015).
The rule also provides for the formation of a mechanism for the automatic update of the salary and the compensation levels set at every three years. The aim is to maintain the levels "at the above percentiles and to ensure that they continue to provide useful and effective tests for exemption" (Kastrinsky, 2014).
But for salaried employees, the rule, more importantly, sets the rule for "determining whether white collar salaried employees are exempt from the Fair Labor Standards Act's minimum wage and overtime pay protections" (Colunga & Atterberry, 2016). According to the rule, such employees are exempt when they are employed in a capacity that includes being an executive, administrative...
" (U.S. Department of Health and Human Services, nd) Key provisions of the standards include protection in the areas of: (1) access to medical records; (2) notice of privacy practices; (3) limits on uses of personal medical information; (4) prohibition on marketing; (5) strong state laws; (6) confidential communications; and (7) complaints. (U.S. Department of Health and Human Services, nd) III. EMPLOYEE RETIREMENT INCOME SECURITY ACT (ERISA) The Employee Retirement Income Security
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This paper is my own work that I created specifically for this course and this section. All research or material I used in preparing this paper has been properly acknowledged within the assignment in accordance with academic standards for complete and accurate citation of sources.COVER MEMOTO: Mr. Anderson Green, Director of Human ResourcesFROM: (Name), Manager of TrainingDATE: October 26, 2023SUBJECT: An Effective Onboarding Program for New HiresRetaining top talent is
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