Shadow, color, texture, and pattern: As the Assistant Head of Lighting, Tracer Finn takes audiences on a visual journey…a dream of sorts…at Le Rêve — The Dream at Wynn Las Vegas. It’s a journey so expertly illuminated, audiences don’t even realize they’re being transported by the effects of hundreds of perfectly placed lights. Behind the scenes — and sometimes, underwater — Tracer creates a rich and complex visual experience for one of the greatest shows on earth.
In this podcast I talk to Sue Meisinger about the US Department of Labor’s proposed changes to the FLSA overtime exemption rule for salaried workers. In July of 2015 the DoL published a Notice of Proposed Rulemaking, indicating that they would considerably raise the threshold for salaried workers who would be eligible for overtime under the new rules. The impact of the anticipated changes includes a significant change in the minimum salary threshold for exemption from overtime – from $23,660 to $50,554 per year. The DoL expects the change to positively impact the lives of 5 million white-collar, salaried workers. We anticipate that the final rule will be announced anytime between May and July of this year, providing organizations with a short window of time to comply.
Sue is uniquely qualified to help us understand these changes and what they mean to organizations. Before her stint as the president and CEO of SHRM, Sue worked for the U.S. Department of Labor for years, overseeing the agency that enforced a number of federal laws around minimum wage, overtime, and child labor. In addition, Sue has a law degree from the National Law Center of George Washington University, and is a member of the District of Columbia Bar Association.
In our conversation, we addressed the questions below. You can hear our conversation here:
- Can you help our audience by providing a layman’s overview of the proposed FLSA OT changes and how businesses will need to adjust their practices as you see it?
- Do you think organizations are prepared to track their white collar time and labor? In other words, will this be an easy regulation for U.S. companies to comply with and will employees understand what’s expected of them?
- What are some of the industries you think will be most affected if this proposed rule becomes law?
- For those salaried workers who fall into the new OT eligibility bucket, many are folks who work with a flexible schedule. They answer emails at home and all hours of the day. They finish projects on the weekend. They may travel often for sales calls or tradeshows. They also may spend hours during their work day taking mental breaks, paying bills, chatting with colleagues about non-work issues, and surfing the Internet and social media. Would this change open up a major debate into ‘What is work?’ for these types of employees
- While the proposed rule change was created with all the best intentions for American families, do you see any unintended consequences brewing for organizations and their employees if this proposal is made law?
- While, on the surface, the proposed changes appear to benefit employees at the expense of their employer, is there a silver lining that benefits both employees and companies?
- What are critical activities that businesses should start doing today so that they are well-prepared?
As a bonus feature to this podcast, I hope you’ll enjoy the video at the top of this post. This was created by the Department of Labor to provide a quick overview of the proposed changes and why they are being made.
Part sales, part psychology – go behind the fine jewelry counter in this episode of 1 in One Hundred Million:
They say diamonds are forever, and Jennifer Miller agrees – but with a caveat. For this fine jewelry sales specialist, special moments and emotions are just as enduring as diamonds. See how Jennifer connects with customers about much more than cut, clarity, and color in this 1 in One Hundred Million episode.