Community pools and beaches are popular spots to beat the summerheat. Depending on where you live, there are only a few months totake advantage of these destinations before the harsh cold realityof winter sets in.

Similarly, the recent passing of new overtime rules by the U.S.Department of Labor (DOL) allows employers only a few months toreview their current staffing models, and re-classify non-exemptand exempt workers, as needed. Under the new rules, employees whomeet the standard duties test and salary basis test, and earn morethan $47,476 annually, are exempt from overtime pay (the formerthreshold was $23,660).

This instantly makes millions of workers who had previously beenexempt now eligible for overtime. Once employers decide their planof action they must communicate changes to their workforce beforethe rules take effect on December 1, 2016.

With a rush to make classification changes and ensure compliance, employerswould be remiss not to take a moment and evaluate their totalcompensation packages and potential impact of these changes ontheir human capital strategy.

For example, employers should examine how their updated payclassifications for various employees will affect those workers’access to — or contribution levels for — health care insurancecoverage, life insurance, a retirement savings plan, vacation timeaccruals, and more. Moving employees from an exempt status to anon-exempt status will likely impact the level of benefits forwhich many of these employees qualify. In addition, the costsassociated with those benefits could also significantly change forboth employees and employers.

A trusted advisor like an employee benefits broker is quicklybecoming the resource to help employers assess, define, and deliverthe right combination of solutions, strategy, technology, andchange management to ensure compliance and preserve the humancapital experience that drives business results.

With benefits being a significant factor in total compensationand historically one of the biggest factors in attracting talent,employee benefits brokers are already experiencing client requestsfor help navigating the new overtime pay rules and communicatingchanges to employees. Many broker firms are extending the supportthey provide to their clients in all areas of human capitalmanagement as their clients continue to face more and more changein all things regarding their people.

With open enrollment season kicking off this fall — just weeksbefore the new overtime pay rules go intoeffect — now is the time for benefits brokers to help clients begin(or continue) preparing a strategy to roll out updated benefitsplans and revised policy manuals.

According to the 2016 ADP Health Benefits Report, which examinesthe current benefits trends of large employers, the cost of healthpremiums is directly correlated with employee earnings —particularly when it comes to covering dependents. That suggeststhat both employers and employees will take a close look at howsignificantly benefits costs will change once employers implementincreases or decreases in pay grades across theirorganizations.

This issue has the potential to open a floodgate of questionsand even an emotionally charged response from employees. A recentSHRM study shows that benefits are still a keypart of engaging employees, retaining talent and attracting newemployees.

Sixty percent of the SHRM study respondents rated overallbenefits as a very important factor in their job satisfaction. Justahead of benefits were overall compensation and pay (63 percent)and respectful treatment in the workplace (67 percent).

It’s not surprising that compensation changes and benefitsoptions are two of the most important and challenging workforceissues facing employers right now. Benefits brokers are in apivotal position to offer strategic counsel to their clients,including best practices for approaching and managing payrollchanges and the potential implications to benefits plans stemmingfrom those changes. Below are three steps benefits brokers shouldconsider taking to help prepare their clients for the impact of thenew overtime rules:

1. Send a timely, personalized note to clients tooffer benefits planning support in light of the upcoming openenrollment season and new overtime rules compliance deadline.Outline your expertise and the type of support you can offer.

2. Create and offer a free FLSA/benefits guidebookto help employers assess their current benefits options andevaluate potential plan changes they’ll want to consider based onre-classifying exempt and non-exempt workers. Offer scenarioplanning assistance since the situation will vary for everyclient.

3. Host a series of webinars in partnership with a humancapital management expert to arm employers with a broadbase of expert insights ranging from benefits planning andintegrated HR/benefits solutions to payroll and tax compliancestrategies.