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“These double-digit changes can be quite costly for some employers, both in base pay rates, but also overtime expenses, differentials/premiums or other pay that is tied to hourly rates.”

The WSJ reported that the proposal would have required private-sector employers with more than 500 employees to pay hourly workers overtime after logging more than 32 hours a week.

UPS would also be prevented from requiring drivers to work overtime on their scheduled days off.

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.

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In the midst of a labor shortage, companies are raising hourly wages (66%), increasing bonuses (52%) and offering overtime pay (39%) in efforts to improve retention rates .

Expectations include tracking the beginning, end and duration of working hours, plus overtime and breaks, using an objective, reliable and accessible system that not only collects the data but records it so that compliance with daily and weekly maximum working hours can be verified, employment law attorneys at Orrick Herrington & Sutcliffe LLP said in a recent advisory.

Leaders have an obligation to democratize data, making it possible for everyone in the organization to access, collect and tap into data overtime.

Notably, the law also establishes: Increased overtime wages or compensation with up to five additional holidays.