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Department of Labor’s April 2024 final rule had mandated that employees (in most cases) who are classified as exempt from overtime by their employer make at least $43,888 in base salary beginning on July 1, 2024 (up from the previous $35,568 annual standard outlined in the DOL’s 2019 final rule) and $58,656 in base salary beginning on Jan. 1, 2025.

Access additional Workspan Daily articles related to H.R. 1: The Facts on Tax: Breaking Down the H.R. 1 Overtime, Tips Provisions;How H.R. 1 Changes Your Section 127 and 529 Education Programs;Prepare Your Systems for H.R. 1-Related Reporting and Administration;New U.S.

.; ;Requires employers to provide written notice to workers byOct. 1, 2027, informing them their old noncompete agreements are no longer enforceable.; ;Voids agreements with employees and independent contractors that restrict them from working in their field after leaving a position.; ;Prohibits employers from enforcing, threatening or even suggesting a noncompete applies to the employment relationship.; ;Prevents “stay or pay” restrictions that require workers to pay back training costs or bonuses if they leave, with narrow exceptions for education expenses.; ;Stipulates that violations can trigger lawsuits, with penalties of $5,000 or actual damages, plus attorney fees.; ;Does not affect agreements that protect confidential information, trade secrets or inventions.; ;Does not apply to “sale-of-business” agreements (where an individual sells or acquires at least 1% of a company), certain franchisee transactions and certain narrowly drafted nonsolicitation agreements.; Next Steps Law

Toward the HCE exemption, the DOL’s 2024 rule mandated that classified workers make at least: $132,964 in total annual compensation on July 1 (up from the previous $107,432 outlined in the 2019 final rule), and;$151,164 on Jan. 1, 2025.; Jordan’s Nov. 15 decision served to: Quash the Jan. 1 threshold increases;;Rescind the July 1 increases;;Eliminate another increase slated for July 1, 2027; and,;Nix the automatic “escalator” provision, which would have raised the thresholds every three years going forward, starting with the July 1, 2027, compliance date.; So, where does this all go from here?

Here are five health benefits trends that are now in focus. 1.

WorldatWork HRCI* SHRM** Credits 1 benefits domain-specific 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

WorldatWork HRCI* SHRM** Credits 1 compensation domain-specific 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

WorldatWork HRCI* SHRM** Credits 1 benefits domain-specific 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

WorldatWork HRCI* SHRM** Credits 1 General 1 1 *HRCI: This program has been approved for 1 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.

She referenced annual CPR trainings, which prompts participants not only to practice the physical aspects of the skill but to explicitly tell a bystander to call 9-1-1 — vital components of the process that may seem obvious but could go by the wayside in the heat of the moment.