© 2024 Seyfarth Shaw LLP | www.seyfarth.com Classification Guidebook DISCLAIMER This Reclassification Guidebook contains guidelines and tools related to key decision points that we anticipate employers will confront as they determine, plan, and execute changes in response to the federal Fair Labor Standards Act’s revised executive, administrative, and professional exemption rule, whose first phase—increasing the EAP exemption’s salary level requirement from $684/week to $844/week (or $43,888/year)—took effect on July 1, 2024, and whose second phase—-increasing that threshold to $1,128/week (or $58,656/year)—takes effect on January 1, 2025. Of course, this Guidebook does not cover every possible issue an employer might confront, and it is not tailored to any one employer’s particular circumstances, needs, or goals. This Guidebook is not a substitute for obtaining legal advice. We hope you will not hesitate to contact your favorite Seyfarth lawyer to assist you with the planning and decisions that lie ahead. From evaluating potential reclassification decisions to tailoring communications and training strategies for impacted employees, our national team of wage and hour lawyers is well equipped to help. Likewise, if you plan to use these materials beyond their August 2024 publication date, you should seek counsel to ensure the laws on which these materials are based have not changed. Please note that this Guidebook concerns itself only with the FLSA. Some states have their own overtime laws that impose additional and stricter requirements on employers than the federal law. For access to current materials on the states’ overtime exemptions, Seyfarth clients can access our Survey Center platform. Please reach out to your Seyfarth attorney for additional detail. Employers should always account for applicable state law requirements when it comes to establishing how to classify and compensate employees.
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