The final regulations issued in April 2004 by the Department of Labor make a number of changes to the way in which employers will apply the Fair Labor Standards Act (FLSA). The primary changes concern overtime compensation and how employers test to determine whether an employee is exempt from the FLSA’s overtime provisions. The new regulations increase the minimum salaries required for exempt status and eliminate the “short” test and the “long” test in favor of one standard test. This article reviews the changes in the regulations and discusses the implications of the revisions on the work of public human resource managers.
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