DOL Overtime & EEOC Wellness Programs Final Rules

On May 18, 2016, the U.S. Department of Labor (DOL) issued the final version of the much-anticipated overtime expansion rule, raising the minimum salary threshold required to qualify for the Fair Labor Standards Act (FLSA) “white collar” exemption to $47,476 per year, down approximately $3,000 from the DOL’s proposed version of the rule issued last year.  The rule is set to take effect on December 1, 2016.

On May 16, 2016, the U.S. Equal Employment Opportunity Commission (EEOC) finalized two rules specifying the extent to which employer-sponsored wellness plans can comply with the Americans with Disabilities Act (ADA) by offering incentives while still protecting against discrimination.  The new rules, which will go into effect in 2017, apply to all workplace wellness programs, including those in which employees or their family members may participate without having to enroll in a particular health plan.

To read The Kullman Firm’s Special Bulletin on these two new developments, click here.