On Tuesday, April 23, the U.S. DOL announced a final rule that will significantly raise the FLSA’s salary threshold requirements for employees to be classified “exempt” from overtime protections. The increase will come in two stages, the first will become effective July 1, 2024, and the second increase will become effective on January 1, 2025. The rule also calls for future automatic and formulaic updates to salary thresholds every three years. It’s essential to understand these changes and their impact to your organization, and how to quickly prepare to implement and communicate changes by July 1.
Join James M. Reid, IV, Partner from Honigman LLP on May 15 for an overview of the new rules, a roadmap to help ensure your organization is prepared to be in compliance on July 1, and an opportunity to ask your questions.
James Reid is a labor and employment attorney who counsels business owners, entrepreneurs, C-suite executives, in-house counsel, and human resources directors to make strategic business decisions, from hiring to firing, while complying with the ever-changing and overlapping laws, including the ADEA, FLSA, FMLA, NLRA, and Title VII. He brings a business-focused and proactive approach to legal matters to help employers make strategic business decisions to minimize the potential for litigation and business disruption.
His deep understanding of his clients' businesses enables him to deliver clear and concise counsel to meet each client's specific needs. If litigation is involved, he enforces restrictive covenants and defends employers against charges filed with the EEOC, state, and federal agencies.
James regularly conducts audits and investigations into employers' wage and hour practices and claims of discrimination and harassment. He provides training and prepares employment documents, including employee handbooks, employment agreements, and separation agreements, to cover all aspects during the life cycle of an employee.
