… overtime patterns of those jobs to get a sense of how much overtime employees are working (if any) and opportunities to reduce overtime worked. This may involve informal tracking by managers or supervisors.
… that jobs you plan to keep exempt meet the duties tests. The duties tests are not changing under the new regulations. Pay special attention to those jobs where a portion of incumbents fall below the new salary threshold and jobs that are at higher risk of misclassification (i.e. first-line supervisors, entry level professionals, admin assistants, buyers, paralegals, inside sales, etc.).
…your options for addressing the new requirements and model the most feasible approaches based on your cost considerations and business objectives.
· Increasing salary to meet standard salary level threshold
· Converting to non-exempt and paying overtime
· Lowering base wages to take overtime into consideration
· Reducing hours to 40/week (8/day in some states)
· Slowing the hiring of full-time workers
· Hiring additional workers, especially part-time
· Considering non-discretionary and commission payouts that may now be counted toward the salary threshold with some limitations
· Reviewing incentive eligibility, targets and funding mechanisms to address new regulations, help offset cost increases and remain competitive