Now that the new regulations have been finalized, employers need to review the status of all their employees who are currently exempt from overtime to determine: 1. if they currently meet the new requirements; or 2. if they do not meet the new requirements, whether or not to increase the salary to meet the new requirements (and thereby preserve the exemption); or be prepared to pay them overtime for all hours worked over 40 in a week. In addition, employers should be aware that those formerly exempt employees who lose that status will now be considered non-exempt employees. Timekeeping and recordkeeping requirements applicable to non-exempt employees will now apply to them and both those employees and their managers should be informed of, and trained with regard to, the change in status and the need to comply with these requirements. Contact Information If you have any questions about or need assistance with regard to these new regulations please contact David McCormack at 843.720.4612 or DMccormack@wcsr.com or the Labor and Employment Practice Group attorney with whom you normally work.

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