This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
On Oct. 19, the New York State Department of Labor published proposed new wage orders which, if enacted, will ultimately increase the salary requirements for exempt employees in New York State beyond even the increases under the Fair Labor Standards Act slated to go into effect on Dec. 1.
This could have significant implications for employers in New York.
If enacted, the proposed changes will increase the salary thresholds required to qualify as "exempt" from the wage orders' definition of an "employee" entitled to overtime beginning Dec. 31. The minimum thresholds will differ, depending on employer size and location.
Thus, for the first time, the salary level required to be exempt from overtime will be different in different parts of the state.
The most significant change will be evident Dec. 31, 2018, when the minimum salary for exempt executive and administrative employees of "large" New York City employers will increase to $1,125 per week, and thereby exceed the minimum salary for exemption under federal law by over $200. (There is no minimum salary requirement for professionals under the wage orders).
The proposed wage orders will increase the salary threshold according to the following schedule:
Hospitality Industry Increase to Uniform Maintenance Allowance
In addition to new salary requirements, the proposed amendments to the Hospitality Wage Order prescribe yearly increases to the uniform maintenance allowance beginning Dec. 31 based on total weekly hours worked as well as size and location of the employer. These are detailed below in Table 1.
Employers may wish to comment on the proposed regulations, either individually or more anonymously through trade associations or chambers of commerce.
Comments may be submitted in writing to Michael Paglialonga, New York State Department of Labor, Building 12, Room 509, State Campus, Albany N.Y. 12240, or by email to firstname.lastname@example.org. The comment period ends on Dec. 3.
Hospitality industry employers may need to immediately plan and budget for anticipated increases in uniform maintenance allowances that are likely to go into effect in barely a month.
As for exempt white collar employees, the good news is that for upstate employers (those outside of New York City and Nassau, Suffolk, and Westchester counties), the new salary level will not surpass the federal level of $913 for the foreseeable future.
Employers in Westchester, Nassau and Suffolk counties will have until December 2019 for this to occur, and NYC employers have until December 2018. However, employers that will be impacted by the new proposed regulations may want to take these anticipated increases into account now, while they are planning whether to increase salaries for, or reclassify, employees impacted by the new FLSA white collar regulations.
Table 1: Uniform MAINTENANCE Allowance
New York City
Large Employers of 11 or more employees
(Paid, in addition to minimum wage, to employees who work in excess of 30 hours per week)
(Paid, in addition to minimum wage, to employees who work 20 --30 hours per week)
(Paid, in addition to minimum wage, to employees who work fewer than 20 hours per week)
Emma Fursland contributed to this article.
Bruce R. Millman is an attorney with Littler in New York City. © Littler. All rights reserved. Reposted with permission.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 10,000 companies