According to the Department of Labor, employers should access their workforce compensation plans and determine what employees and jobs are affected. To comply with the potential law change, employers should do the following:

Consider all options: determine the different ways you can proceed and be sure to address all sides that will be impacted by that decision: employees, managers, customers etc.
Assess the costs: consider the costs of raises and re-classification, but also the damage to employee morale or potential litigation.
Keep accurate records: wage and hour data has never been more important, and unified payroll and time & attendance technology help you track employee hours and view compensation to help make informed decisions about next steps.
Be transparent: inform all employees/stakeholders of the situation and be ready to notify them if any changes occur.

Automated workforce management is more critical than ever

Is your workforce management system prepared to track the potential changes the new overtime rules will bring? Time tracking systems should have each employee properly classified; track hours and tasks by employee; assist with budgeting and scheduling procedures; calculate overtime pay and produce reports that will aid in monitoring the impact on your workforce.

Instant Insights /

The 2017 see-saw overtime rules

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