Show Us the Money!
By Jennifer Outcelt, Creative Content Architect
I’ve seen a fair number of job listings in the 10 years I’ve been in the work force. Luckily, I’ve been stable and happy at my current job for almost 7 years, but I’ve watched as friends and family around me beat down that well worn path towards a new vocation. One thing I am always surprised by is the lack of some very important information within the job listings I’ve seen. What’s that, you ask? Well, what would be the most important information to YOU? Salary, I presume. Or at least it’s in your top three.
When my husband left the military and started his own job hunt, we looked for jobs that checked a few key boxes; Do you want to do this job? Are you able to do this job? Is the salary enough for this job to be worth it? While a “Yep” on the first two questions was promising, if the last question was a “Nope” then the job was disqualified from the running. The conundrum though, was that a “Yep” or a “Nope” was not always easy to come by. Hardly any of the postings listed a salary! We were able to tell that he needed to be able to lift a box of papers… but not how much he would make each year?!
There is a crazy low percentage (12%) of US job postings that regard salary as a crucial piece of information for potential job seekers. There are several reasons why Employers opt out of upfront salary disclosure, but are the perceived benefits really hurting them in the long run? I came across a great article on CNN that breaks down the salary posting debate. Give it a read, then think about the job posting that put you in the job you have now. Would it have made a difference? Maybe the entirety of the US workforce should be chanting, “Show Us the Money!”
- Published in Blog
Proposed Overtime Rule Expected in October 2022
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
In its recent spring regulatory agenda, the U.S. Department of Labor (DOL) announced its plans to issue a proposed overtime rule in October 2022. According to the agency’s regulatory agenda, this proposed rule is expected to address how to implement the exemption of executive, administrative and professional employees from the Fair Labor Standards Act’s (FLSA) minimum wage and overtime requirements.
The DOL provided a similar notice last fall but has yet to specify what changes it may be considering. In recent years, some experts note that the agency has contemplated modifying the duties test and salary thresholds for exempt employees.
What Will the Proposed Overtime Rule Address?
This proposed overtime rule could provide clarity for classifying exempt employees and increasing their salary levels under the FLSA. Some experts believe the DOL could even create automatic annual or periodic increases to exempt employees’ salary levels by linking them to the consumer price index, allowing exempt employees’ salary thresholds to adjust without formal rule-making. The current annual salary threshold for exempt employees is $35,568.
The DOL has held several calls with industry stakeholders and recently conducted multiple regional listening sessions to gather information. Still, there’s no firm date for when the agency will release the proposed overtime rule. Changes to minimum wage and overtime requirements under the FLSA could impact compliance costs and litigation risks for employers.
Regulatory agendas outline a federal agency’s goals for the upcoming months. Although these agendas aren’t set in stone, they give insight into the current administration’s priorities and activities.
Once the DOL publishes a proposed rule in the Federal Register, there will be time designated for the public comment. Subsequently, the agency will review comments and determine whether to move forward with a final rule.
Even after the DOL publishes the proposed overtime rule, it will likely be some time before this rule becomes final, if ever. Employers are not obligated to change how they classify or pay employees until the DOL’s proposed rule becomes final. However, potentially impacted employers will want to follow the DOL’s rule-making process closely.
We will keep you apprised of any notable updates. For more resources on FLSA regulations, contact RISQ Consulting today.
- Published in Blog