Preparing for Change: Complying with the DOL's Final Overtime Regulations
On June 30, 2015, the U.S. Department of Labor’s (DOL) Wage and Hour Division proposed sweeping changes to the regulations that govern the white-collar overtime exemptions, including raising the minimum salary level for exemption to $970 per week ($50,440 annually). The DOL is expected to announce the final regulations by July 2016. This session will begin with a brief overview of the proposed regulations and employer comments, and then provide detailed guidance on the steps employers need to take now to prepare to comply with the final regulations. In this session, you will learn:
- The expected changes to the salary-level and job-duties requirements for exemption.
- The latest news on when the DOL will publish the final regulations.
- How the final regulations will affect your exempt employee classifications.
- A step-by-step guide for reclassifying employees to non-exempt, including how to identify employees who need to be reclassified; designing new compensation plans for reclassified employees; reviewing your wage-hour policies; and communicating the changes throughout your organization.
Tammy McCutchen
Tammy D. McCutchen is a senior affiliate with Resolution Economics, providing expert services in the Company’s Wage & Hour and Human Capital Strategy groups.
McCutchen became affiliated with Resolution Economics in 2021. She is a nationally recognized expert in all aspects of wage and hour law. Her experience includes regulation drafting and enforcement, conducting internal compliance audits, defending agency investigations, designing compliance applications using smart technology, and serving as a consulting and testifying expert in wage and hour class and collective actions.
Prior to joining the DOL, she served as Administrator of the Wage and Hour Division at the U.S. Department of Labor. Nominated by President George W. Bush and confirmed by the U.S. Senate, she was the country’s top enforcer of the Fair Labor Standards Act, the Family and Medical Leave Act, and wage laws affecting government contractors (the Davis-Bacon Act and the Service Contract Act). She managed an annual budget of $160 million and 1,400 employees, represented by two unions, in more than 250 offices across the country. She was responsible for the issuance of opinion letters and set enforcement policy. She also was the principal architect of the 2004 revisions to the overtime exemption regulations, the most significant overhaul of the regulations in 50 years. Since leaving DOL, she has been the principal author of numerous comments on proposed changes by DOL to the FLSA regulations, including on overtime and independent contractors. She also has defended dozens of employers facing DOL investigations of FLSA, DBA, and SCA compliance.
After serving at the DOL, she practiced law with Littler Mendelson, PC and was a founding vice president and managing director of ComplianceHR. At CHR, she directed the development of the only on-demand suite of intelligent compliance applications focused on helping employers address the ever-changing federal and state employment law requirements on minimum wage, overtime, independent contracting and more. Her Navigator IC and Navigator OT apps assess the risks of classifying workers as independent contractors and employees as overtime exempt as quickly as it takes to fill out an on-line questionnaire. She remains a Strategic Advisor for the company.
Previously, she was in-house counsel for employment at the Hershey Company, practiced law at Skadden Arps, and clerked for Honorable Daniel A. Manion on the U.S. Court of Appeals for the Seventh Circuit.