Please Note: On Tuesday, November 22, a federal district judge in Texas issued a preliminary injunction blocking implementation of the Overtime Final Rule, ruling that the U.S. Department of Labor exceeded its authority. Barring a last-minute appeal, the overtime rule will not go into effect as scheduled on December 1 because of this decision. Read more about this recent development here.
On May 18, 2016, the U.S. Labor Department announced overtime final regulations that, when they go into effect will mean that many employees earning less than $913 per week ($47,500 annually) will be entitled to overtime compensation. We've compiled the below resources for museum workers interested in knowing more about how the new overtime laws will impact museums and their staff. Please let us know in the comment section below how your museum is handling this change.
The Department of Labor issued this helpful guide for non-profit organizations to help them navigate the new laws.
This FAQ pages outlines answers to the most commonly asked questions about the new overtime laws.
This article by Andrew Bart offers valuable advice for how museums can prepare for the new overtime laws. Bart discusses various options including hold non-exempt workers to no more than 40 hours per week, or increasing employees’ salary so they are above the threshold, thereby making them ineligible for overtime. He suggests that museum could also adjust the staffing and scheduling plan to avoid the need for overtime.
This article outlines some of the challenges that the new overtime laws pose nonprofits, but argues that the new FLSA overtime law will ultimately be positive for the nonprofit sector.
This article is directed toward employees earning less than $47,476, and gives a run-down of what you can expect after the new overtime laws take effect.