Posts tagged alternative pay plans.
Employers are permitted to take cost-control concerns into account in designing a variety of new pay plans for employees who become non-exempt as the result of revisions in the U.S. Labor Department's exemption regulations.
Compensation Generally, Compliance, Exemptions And Exceptions, Overtime Compensation, Pay PlansTags: FLSA, Fair Labor Standards Act, Section 13(a)(1), executive exemption, administrative exemption, professional exemption, outside salesman exemption, computer employee exemption, white-collar exemptions, alternative pay plans, non-exempt pay plans, pay plans for employees who are non-exempt, preparing for exemption changes, salaried-employee alternatives
Management should be thinking NOW about alternative ways to pay employees who become non-exempt as the result of revisions in the U.S. Labor Department's exemption regulations.
Compensation Generally, Compliance, Exemptions And Exceptions, Overtime Compensation, Pay PlansTags: FLSA, Fair Labor Standards Act, Section 13(a)(1), executive exemption, administrative exemption, professional exemption, outside salesman exemption, computer employee exemption, white-collar exemptions, alternative pay plans, non-exempt pay plans, pay plans for employees who are non-exempt, preparing for exemption changes, salaried-employee alternatives
The FLSA's Section 7(i) might provide an alternative for retailers for whom the coming "white collar" exemption revisions present difficulties.
Compliance, Exemptions And Exceptions, Overtime Compensation, Pay Plans, Proposed RegulationsTags: Fair Labor Standards Act, FLSA, 7(i), Section 7(i), 207(i), commission exemption, commission exception, commissioned employees, retail commissioned employees, retail, retailer, commissions, retail or service establishment, retail establishment, service establishment, alternative pay plans