Changes regarding non-exempt and exempt minimum salary threshold
BEGINNING July 1, 2024, the US Department of Labor’s (DOL) final rule to the Fair Labor Standards Act (FLSA) increases the minimum salary threshold for overtime eligibility for most salaried workers. Most salaried workers who earn less than $43,888 annually will be eligible for overtime. That reflects a change in the exempt classification from $684 to $844 per week. The overtime exemption amount will increase again on JANUARY 1, 2025, to $58,656
annually ($1,128 per week).
New EEOC definitions resulting in the need to review and update anti-harassment and anti-discrimination policies
The agency’s guidance addresses some new topics, such as “misgendering,” and also notes “outing” an individual as potential harassment. In terms of definitions, national origin harassment now includes cultural and linguistic characteristics while race harassment has been
expanded to include protections extending to name, cultural dress, and hairstyle linked to a person’s race. The guidance further clarifies “associational harassment.” With regard to liability, the EEOC recognizes an employer’s defense to hostile environment claims where the
employer takes prompt remedial action to correct and prevent further such harassment.
Attorney Helene Horn Figman combines specialized legal knowledge in employment law with the skills and perspectives uniquely suited to Human Resources Consulting www.figmanlaw.com
Information about her anti-harassment and anti-discrimination education programs can be found at www.workplaceawarenesstraining.com
This article has been prepared by the Law Offices of Helene Horn Figman, P.C. for general informational purposes only. It does not constitute legal advice and is presented without any representation of warranty whatsoever.
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Helene Horn Figman
Law Offices of Helene Horn Figman, P.C.
45 Bristol Drive, Suite 207S
South Easton MA
www.FigmanLaw.com
hfigman@figmanlaw.com
508-238-2700
