b'PRSRT STDU.S. POSTAGE 3300 Gateway DrivePAIDPompano Beach, FL 33069 COMPLYRIGHT, INC.Use the PRIORITY CODE in the blue box below to guarantee your special offers.ACCOUNT NUMBERPRIORITY CODE2020 ComplyRight, Inc.Comply with the New 2020Overtime Requirements FOR EXEMPT EMPLOYEES PAID ON A SALARY BASIS FOR NON-EXEMPT EMPLOYEES The minimum salary threshold was SALARY DEDUCTION POLICY WAGE AND HOUR RULESTme ehours worked ovlse re 4m0p hlooyuerdsainsab ownoar kfiwdee eekx.e Hcuowtiveev, eard, tmhein iFsLtSraAt ipvero, vpirdoefes sasnio enxael,m aptndi oonu ftrsoidmebsaoleths ppos p o It p h o isly t T This Company strives to maintain strict compliance with the Fair Labor Standards Act (FLSA). TheyFnLoSnA- iesx ae fmeptde reaml lapwlo ytheaetsparto tleecaststAa n raised from $455 to $684 per week. hips lCooymerps atnoy p astyr ievmesp tloo ymeeasin atta ilnea ssttr itchte c foemdeprlaial nmcien wimituhm t hwea gFaei rf oLra ablol rh Sotuarns dwaorrdkse Ad,c at n(FdL oSAv)e. rAtims aegpeany e(arat lt hruele ra, tteh eo fF L1.S5A t irmeqeus itrheesemployees regular rate) for al SA requires mminpimlouyeme sw, aasg we aelnl das o cveerrttaimin ec pomayp fuotre irn edmivpidlouyaees. To qualify for exempt status, aani dem onp lao yseaelas racy btuasails jo obfdpuatyi.es and salary mustm ds bemployuerrssotfowpoark, arnkwd eoevker. time pay (at the rate of ehmep mloiyneimesu fro wmag uen f(aainrapmayo upnract dtiiccteast.eygfeedneerraal,lsrtualtee,athned /FoLr dlo icna el xlacwes)s f oofr4al0lihno any given wo1.5 times the employees regular hourly rate) for each hour workemeet specific criteria established by the FLSA. In addition, the employee must bei sp po F d y nsrE r f R op h S a ib y A itThd .e D eb SC U ro P m E eanfy SOR ic S o laicnydibs yto la ex.plain w lehgea lrluy.l eFsa ibluerleo twoaforelo dwes tighenseedrutole hs emlpa yt hseu bCjeomctp yaonuy t co odmispcilyp liwniteh u pth teoFteLrSmA ianandtio to. ensure that al employees are paid fairly and Thhias tp boeliicnygappapidli eosn t oaseaxleamrypt b aesmis pmloeayeness,awnhdo w ahrea t ctoympepse onfs saateladr yoneads R uacMANA se G N yu RVpw O ltaiorb aa02 A y Salary Basis of Pay: 0 o b d S a a l s o t l a bse,*i o b aw Te p H R e T poru s n t m s v r e e td equ p h h o o e e b r e a T e o o ic r p a i n p a a ng st n pr n s oti r o t n d lo o o a o n o o sc u d lo o a r ua tof e r v p n a a bu ee r vr nla sri o r l a x yd a i p l k ki a l de kt t d n o z c e a i p sp WAGE AND HOUR RULES e lti pe si h e . e n n s e n l k y li h n l s i n b e e n p i d gc a T i n ofd e e eu r f ,a o y yy g p t e i e .e ie a y r r fis h w u u t r prs b r t p s e sk f f a c f rc e h l h e k p d i o os e t n l l t s x a h l s e o i k s e o s n p p o a ed li l a h o n f a er r rr e c rf p - - ro h e c e s y n n e t t ifdc r t s y ai o e k ts r d df n ,ef e l oe o p o o t s s u n r u t a a y e t r c .r ie v t o la r o r p s. y y l u c te s o tal eI sts i a r it s) se t e o h l e isrhs t c n r p p o p a n i d a e n o u s on n e i d sn v o n ir g l o e e u nd o n y e o s e ca o w i e c c t e u t r r n g t s d ete g f yto h s c e . o e s r r rt l i d io y h pe iap e o . u s n r e e e uT l i isa e n i rb p u y ro c g p h h laap e s p eege rc n p, a t s s n p e ea l o d r oa i el h a o r n e d na r a p tl l i r f u r b i r us era n g o lel n c r o p t t . t u t n r t a il e yre e n y ht s s r s h m h h u ypra s sop ef cat t i a c c d sa a o n i p n a r n e s ec p sa e e . r io r ia l lp t m yi. f e e i h ri t n e p n c n y f t z a ti n i l e a n T ii e e a u y o c h gs q t p a te t n e t n r qs t t n l C e u i p u io e u s i g o l r a cfro 3 o esi e o n ao rd v s t n p s et id y e o o o nn p c o ed i a fg n po a e s n ri d o n t - o n w le ay r i n n hu e o r v a y ic x e e u s to n n hs d r a c p c ic e o r e o t h o o e t or f s l e n o n t u u e s e r e w i c i r ots s s ee r e g a l, tu p re c e n u l k o t b ea sh r o n r lp ec a r sd s r b s o v ru e n yo e o e e s p e r a e eo e d n l i l a e e r e o d d o n ou a c p s n u p rtai s ic s a n v d t u k n t p i ei p p m t a s n a h nef fs d r h n i g if e e l u n a f e a de c t o e ro s w l b y l o h s e c e / y it yi e y ai lic s f s h , ri h if ,o i . i e e gi s a lg t i ft o ,t t n r lv s w o e r ic z y at u t s e t o L l h eo s k o p o o rt i . hs n r u a e o c ic l tws h o e u r s e i ti a e a n r t n i a nf k la y b r e et r o ie et t e ly y o s k e a y s h ri . e . s h ,,p th f It ierg y si . sis i d t . a peecn o h o T i s o o v h E e A a f o c a o w f IY a f oai y t e o n d f e e o r r r re t o hh t n e k n o e t c c u a h e a r n d r a s i p il o il a d e .p fl o sa n e d e i p n d l ni I u d r a o e il y n o d n e usst c e f l r t tt c ee d n i o e ea a l tt e t r a n d t a h e r e e es i t sl r t o l a , d e l r e e h n d y e ll if s i a a e dt f, i y e a rt ip o a t v s o g n th n u a o to o e u d w y e i n e e e no n e rr o r a a s e v n v d i o t/ a d v c e p i o i i c o t o el sk c c es re h i e p n o ed ltg h f o if n a b r r d n,c e r t o g s o t e t o y lio r t u e t e b i c p u r e e p s p rl ta e o a p e u n i e lr g y r o d ) d r a sp. io l h / e k e o d o n c c tl y e ,t u y l a e h t n y l , n v s t h e t g s rl e d a i i i h u r e s t d c e e s i o g s t e t h a y r, o e / t o o t a n n t tlap e t i a k lt s r a t i s, a t b c e i h ) d a a o o h t a t n u st n h f a er t a r u n e c li r c e s i e d s fit e f t e i e r k b e g r il . c e , d n pe o s l r t a s y ty o ic i g r t nli r x i o a c vt ge l ef n p e r . e o e r o a k d trir fr e nay o rvi ired.t c R ii You must ke E o a i E y - p an ac n e l a prn T Please eg h k i dou r ot d r S V o ly g y e rate r rn i an o r A T R R R J E R S e e ty s l t fa e off h ecord of al R e u ys nit n g s Say d o ( fp rd rati oof you fd or on u ucl) a tr is stta elio r w inP rh , d to maker r o o n /m ta t aita vic e on i / Noticeoir st m o s o r i o th t Y t c c y y fosy s uno o uSEex empt an icy e First o t use mle a___________________ p a / ti r s. o ur / o vo e t p oo F g t, e ik y Miduurt ies,o d dleState nSeparation/ / ZIP Code/ $ per$Being paid on a salary basis means an employe regularly receives a predetermined amount for each pay period constituting al Payroll/Status ChangeBoreua skhso oufl d20 n omti nculotecsk o oru ltes so ar rdee dcouncts itdherise tdi mwoe rfkroingmytiomure , soPrinhoarnkd whoruitrtensor part of the employes compensation for work performed duuleaeokryqe,euraeielrgsse*aod r m edbnyulet lafp te eo vo nvetmtlie d. seA t os pt faha d eyga(emayntsientorhiarm elhurrouamultree ,swo aaag fcs 1atue.l5a a( rtaliilmneydwea, msoe xtrokheuemendirpt.r t deicutalater hdo buyr ly ratefedera) lf, ostra etace ahn hdo/uorrthe ec amrdan, tnierme d celsoigcn,a ttemd bkye ethpeing Co cmompapnuyt er(e .gp.r,og surabmm,i tet ti___________________ ngc.).time recordsNew Hire Change C r the employe ring that period. This amount should not fluctuate based on thenm Routing Payrollit comes to fre. qHuoewnecvy ear,n ydo duu mrautisot nfo olfl obwre Cakosm. pany policy when emopmlpaoyeney ssh aovualidla rbeiclietiyv eo fhA wiss o oarrkg,h eoew in exces s quality or qeorantity of wsoitstsrlwekroe.o er m re m er f youretDimateerofec Changeords be for _____________e Last /For rest/meal breaks lasting 30 minutes or longer, during If no work is performed inlo ac agli vlaen r ) ewffruoeallerl karsu,al llcl heao,orm ynu pofrsnoenr o- esefxa awtecioomh nrptwk .io s Tr enhkmoewtpyrkweek. To ensure compliance with these provisions, the Company requires its managers andtheemvie wtotyhoeu arc scuupreracvyE iosffectivor for procesing. If you neSalary Deductions: wuoprekervdisors to fol of 40 in a given w me clock, e pr ct pam yn ga itt allywy tonf tem l afrey, except in the fold e. owing circumstances: g the time as hours worked. a change on your timEemplo recoyreed sN toame co r _____________________________________________________________________________________________It is the Companys policy NOT to make any deductions from the salary of an exempt employe orary Do not permit employe pa s to work of so ey aco ect sainng er. rWo en Streetwohui c shh E oymploouuld a ryceee/Plcco kayr rd eleidevuecdttfhroism tiym o eDu frept.r womo r_____________________________abalsaernces of a day or mnd reD entd ferom mfnedl D fo mnm ee ow these guidelines: ld only b as mju ng f,h a m es fyng m o f mtih hem sao ar re sd, u scm m al ma ita mop walepa parytpH luim yc w ar wi gr s w eye en re m ou eoo .ul iv ed cordin-the-clock (even if they havethmatp ylooyue ews oarrkee rde.spoSnTtatus:elephonesible f or mntainimeingtheir ma ykoeu t he paerlur opuolltte#(lyo ____________ , sowr erthiengysphhoouldeYesNoigrnr eacntdio snu bbemfoirt ey yoouuSrocialtsiumbmeSriecurityet ciot rfodrs,p #yr_____________________________records), as this time is not considered working time. Do not m m dee to am is cirae mn lgb rs m co eeom es m m isnk sadi aep m seiinw cci gti d a m rate records of their work hours.gn e ofs mo sc D eri olu n e th tept r d t hio ss fo an msoby eane employee orw crtkua hlolyu prse,r fhoer/mshien mg uwsot rkberencyo rodths.er D emo npolto ayelbu Da ddr# apho ouc easre certifying thattherfh form any wingor kem-realaitlse,d d duurtingies,t h (for u dringeak asne use only) __________________/ Salaryem depdtuc emtipolnosy eme aiysbbesother tha ckne ly ,a o rwhen w re vi hi m in inof on sept any amounts received urs sworke td ch ar iu me pisl ocyoeme pise nresquablier eadn dto s throauvledl they are complete anAdddr thaess t th ____________________________________________________________________________________________________work for one or nm urately reflect all hoursCity s a ngsea yeeC tsh m isa dcm e re u w/oituhtou ftosafetey rules f maj uts enge rmifh pa r iv onsemploye to sign in/out forFull-Time Temporaryinecsle badministrativdnay esx fyo rd epdeucrsotinoanl sr meaasyo with any other reliable methos dictated by the C io e f m pl oyerk i required to travel during his/her regularly_______________________________ s or tcehde caks workingDate tim ofe. Birth Other______________________meanienftiatisn fso raspiclaknn eosrspoor iciy erm ts au ve t a eematch er m sirgo s or disabilioty. od cords befo Salary deduco yieiggennir be recorded as ho m foulad . vIf la ni emtgim s eifsapteennt daat nleccet uisr eresqu,onvcerlu danesdtaimboev ien ycouurrrerde D emotion Fiull-Toarwt-Tn timeime be cotim Part-Time Temporarytings.Comments(including work-related accidents), only if the companytych i r aanothero emplr teo rm ve Act. rys t e mful ilnoay fo eids iekd nuilnd t t lpsp to t ks f ko rec on-working time spent as adursing o.wJob an Toitlether _______________________________ FrDomonot car recor ds shou Nldon-E incluxemptde en tries f oHrourly timespenWt a-4tAttached?n lode tonotsu ion eectpas nd ompensatedYou must obtain yousupervisoTrypes ap proval before workingmandatory, job-related training programs, lectures, or meNu etv he ility and th ry s time csorh e made to cor r the Company (but not for n w m Change(s) for Current Employee y over hours of work frToom roencoe rddasy s htoo uthlderneefxlte,c to r beaent keli goifb leilaitvye .r Seqaulairrye N duc wfo e b hsa sa ng id o aaus ted mhiis or heesr e o rm ed so nnsa ttoe dk nf established workplace conduct rules. re sa rsu par w loe m mteior m h oe fef m(pcloomyepe tsi mjobe.) in aofiteuloncpaatiidon b, rienacklu sd,ing orrlyeosr c haeftderul yedouour rre hgoumlaerosh iafnt,oroem e xoancethwoeuekrstwo otrhkee nde fxotr.Yeaocuhrdtiamy ein.gd.,i cdaemtedo.tion or plyeedays for infractions o . This ors for inacurate time entries. r on a plane, boat, train, bus, or vehicle). ess Changework hours _____________________________________________________________________________________________that -manmagemen mp lk id qu ed s sm ouf ndtib m b e le w w cortsh teo t idmeleeProrated deduc do on nes sm fiw bomad ow emFw ing overtime payments. If anusing any mobile dev ic epar hopuenrs ta ct hyecking ema _____________________________________________________________________________________________ma yer toony t o on eea ri su ng e o rn e ro fftw ailt tleanw heoFLSA tmentContribution _____________________________________________________________________________________________saislaarbyi lriteyp ilancsuemraennct eb leanwesf iot maters, not as grounds t fy r cialdytpr raa nt a t arydiofferent workweek in liepao /o mployes and certainau urately o pose M obfttiermeclassification ils orThe Company prohibits retaliation (e401(k)/403(b) _____________________________________________________________________________________________dir r w ce or absences a inst hComp duc M mmupstl oryeecee iwveo rokvse irnti mexce efosrtohf a4t0 w heoeukr sw iitnh ao ugitv reeng awrdor tkow heoeuk,r sh e/sheInsurance Eligibility _____________________________________________________________________________________________(e.g., cel ne, tablet, or laptop) foraerbomutin aa tsuiosnp)e acgteadin vsito alantyio emn opf lothyeee F fLoSrA m. Iafk yingouah acovem ap laint _____________________________________________________________________________________________Scaclaarsyio dneedduc byti ojunrsy s hdouutyl,d a that was performed without managements reqolu ytoo . If eydoul edo h poerurfosr, myo ua nsyh owuol_____________________________________________________________________________________________not be nmadew fp m in judi Title of Insurance dk recordplaint about the Companys pay practices, or if you Complaint Procedures: ee ncive. These tyes of o deentarineys p say. It is maould abne ya pdndargeesmseedn atssddiustcyip tloinfroormke odn ein w aeneyk o ttoh teher w noerxktw teo eakv.o Didomnoatk cinargr oyv oervetirm heo uparsy meof wnotsr. kntys iwdoe rok-f ryeolautre dre pguurlanrChangeIncrease _____________________________________________________________________________________________ucr boemlieve you have been retaliated against for making such a a oCuorm copamnpye nosfafitcioern.rThe Compa revent employe m m s from performing work if management does notg.,Note: This m m ay ro es lo l a lu ye depatrh tment and ployeaegsefwoar geeasc ihfthhoeu rre osfu wltionrgk .the time acLaytime records. _____________________________________________________________________________________________limitation, reimbursing afect Cane m mrn pap ud id fo eu C t a e c ieb m pne re laints seriou deduction from your salary oyr sh haus D md tah lth m nc are is eo nu oe dr t en ed eucmtti ili ng ply uc om m fo ny ts inst a Length Employees Ackn complaint, please report it immediately to the President of o p for: erit Incr of easeService_____________________________________________________________________________________________s itn _____________________________________________________________________________________________If at any time you beliigehvets, hyeo mare encourasgeda dtoeparno immpptlryo preerp orslty t ahne dm partotehri btiot st hree tcaolimatpaionn (e m m no rw mio ud e bet aoans from an mem um wnd of Introductory Period the Company or the Companys human resources department._____________________________________________________________________________________________ed U y ta in etrlo orized overtimo te pa vka an e approproiate measu rs d elientd fand m nuon wikl in uctions made for cash or inventory shortages, lost eevaluation of Current Job _____________________________________________________________________________________________ComplyRightvio m atio lop yeis te o m eg f R ar ec errp esa ig ptloar rye mdeeddyuc tthi ine ing fu rp m e d er ed withou -owned vehicles, disciplinaryPromotion age _____________________________________________________________________________________________ut din su pa fo ng ftereg pa m ro lete t oPolic itua mdor an pa enses that benefit the employeesignation _____________________________________________________________________________________________on m W m ed damw ltay o0dloye ce ved s, ungcharges, orcehire y/W _____________________________________________________________________________________________athye er mppralocytieceefios rf omuankdi ngtobae c io nt W m tid Epaeee p(o o du ye m rily, br eaa k orklahst i men ac om nd does no a D o dvise the Company each time you give an employe hoser etirement _____________________________________________________________________________________________FLSA F s n ilorms & Tools Kit nature es SalarChange eparation Begin Leave orf _____________________________________________________________________________________________ $455 week per count as hours worked only if the emp performance-based bonus, perk, or other monetary reward.eparation owledgment of Receipt of Policyof m s Acknowledg m Shift _____________________________________________________________________________________________you have read i me wrnip cta haue avoe es s home, includingt h th ent at- unt owed forO ransferthat you received a copy of this policy on the date indiacta natyte-sdw ,d ialelns sidgta ntthauatset.d Your signature ca ebnsed rl oeuwpnr dseeeserrve to s a pcoln co wlfyy mho a mty o m co lit tr e,dpyo y to p m olaltinecryaygooenru udCm mpam d, wa ie, atthee osefpaamyou unstesd m foayrcnaelcedu ltaot ibneg Yuoumu rha saniv gerne rasetoauudrre ca es re prbedl oun wer en ves as an acknowledgment_____________________________________________________________________________________________human resour ault he w r employ U stotaotidv eth. eT hpiosl ipcoyl. icIfy y dooue hs anv _____________________________________________________________________________________________Work performed of s n nion Scale etacnryea qteu eas ctoionntsr,a pctle aansedsdeoe eyso nuortmalaterna ygerou ro rem thpel oCyommenp-premises or at the employe Dnoy n eom t pt D aoke yete dfvoer rmseain tantieaelklyoifn emotion or term ther ______________ _____________________________________________________________________________________________Employes Signatureany time spent checkeitn, go re mlapaitolsp o)r f ours ianngy a wnyor mk-oreblialtee dde pvuicrep ose ovveerrttiimmeedanurdi nmga tyh se ac w bsotrioknw (e.g., d three adseis tthrieb uatmioon.ination) againstPm __________________________________________________________________________________ (Including Pregnancy)The Com __________________________________________________________________________________ y d g ms & rinptleodye Neas mSieg ___________________________________________________________________l Da te _______________ / r o videdon _____________/ Previous Minimum$684 weekght, Inc. Bre(ea.kgs.,ocef l2l 0p hmoinneu,t teasb olr les are compensable and must be countedor le rdal na movr i of the FLSA. rorve ow hocomplaint about a suspected violationA02001591 ComplyRight, Inc. aslop ducational ing tu ro ipsv epart icDateanb hlea a arrniy ///m oluntarDisability trh /durcte . Y/ /e ulsv rngeeod dint r crveida Oather ______________________________Printed Name ___________________________________________________________________ _______________ Leave of Absence______________ Return from Leave________________ mily/M/dc/al Leave 01369 ComplyRi as hours worked.oror en urate and authoritative information. However, it is not adsu ytihtor tut e porop dau rctit.es.o y a inov re u esvl rge u to w each employ under your supesion hasImo aptu Ehort-Term Disability s. Td aenuf dintho ys dpem ifnaigc esu a PersonalermsLastim t a dsiunbgs tthito.u at ea fnoy p lieesg rprdoNotice of COBRA Rights P/This product is designed to provide acibtiuotthe ase op m riim m rethe m tiv nt c conteisun Separation sepde tcoiicr ofavcidtseoarc sceurrvatuic toea Yes NoLong-T t hbe eparation sol na dovr icene taintyda ind/contesiunlLast Day Paid_______________penrgo aadlt utoocpriinnnegThn ra erining yo his rov tofin tthmpus ared p binbia poinduiocnts i so nd easnigy pphSepar _________________ ay t n w etvhee ru, int dise rnsot Day lork_________________y nco resou e pruidelines. If you are unsure of an employees status as exempt or non-exempt, ask a member ofcing oro dei:stibuisfo prrmovatiidoend. Hw cooontceerun h aeyrerd p nuaa bWyb ihliatlvyedtor with thir _______________plyR er ight FLSA F cy orTools Kit is a comp ete solution to assist Important note: This is ap tt chbe n oluntar hniisuse inby the purchaser only. Thqis fre siinng ouStart Date of Coverage humann cotnc Trre InvManagers/Supervisors Acknowledgment of Receipt of Policy Election of COBRA_____________________________________________________________________________If yes, describe type of coverage elected: huuum rha asnivg ern ersaeotauudrre ca enbsed lr oeuwpnrsensvtetoaso taidvsetah.n eTahpcoiksl nipcooywl. iIlcfey dy dgomoue ensh antvo ett h acanrte yya oqtuueears ectcoieonnivtsre,a dpc ltaeaacnsopydesd eooefeystoh nuiosr t pm aolaltiernyonuorth rem et hdpea lCtoeyo imnmendpicatn aatyet-dsw d, ialelns sidgta ntthauatset. d__________________________________________________________________________________________________________________________Yooe ser a oer Additional Comments________________________________________________________________________________________________employers through this transition. Fr // om a comprehensive guide withEmployee Signature _________________________________________________________________________ /02001490 C A Emploedye Neas mSieg ___________________________________________________________________ p n nup r c hp e qi suo ayt n s a ubya l i t t Date _______________ 22107162 ComplyRight, Inc. A (Optional) I arproices. The infor asa ou n y t tt ys hsr ie s emi oerad ti itnooa o s ra d ppir n b ilosit pyr dooevauit vi d fo e r c dsecedu t whaitsiet ph ar thddo c u t.c se ob r m y t h e n euauucntt. hdYoeorriustt aaatnridevu in rigng efe th ortmo c NameananddTitleTitle n orney concerning your particular situation and any spe le od Date ________________ Threshold as of 1/1/20Print nature __________________________________________________________________________________Supervisor/Designated Manager Signature _____________________________________________________________ D ate________________Nam / /This product is designed to provide acurate and authoritative information. However, it is not a substitute for legal advice and does not provideThisduct is design Namee and Title gaul ct is not liabl / / y have.Human Resources/Payroll Manager Signature ___________________________________________________________ Date ________________omplyRight, Inc. legal opinions on any specific facts or services. The information is provided with the understanding that any person or entioty uainrve oulvreged di ntoc rceoantsinuglt,om ri sspieonrrvgt noo f tehe u er: hrdir 800-999-9111 dat aantoyio pne. Hrsoow oevre er,n ititt iysninovt oal vseudb sinti tcurteea ftionrg l,e gpralo adudcviicneg a onrd d disotreisb nuotti npgr tohviids ep r opinions on ea nfoyrsapneyc idfaicm faagctessaro padotutroctria ng o cr thrr oisparrto ifdcou uluatsriess i tnbuyoa tttliieoanb luae nrfcodhr aa nasneyr y s opdnaemclyi.fa iTgc hs aefrsoitsriimonng ms ourcooofn ttc bheeernush seyr oormipnabl ihictalyyveto.oruwseih htihs ir pdr opdaurctite. Ys. Two ewa : Tto provepurchaser only. This form may not be shared publicly or with third parties. cific questions or concerns you maIm nety no odtnei:sc tTerrhinbiuisn itsignaygpopved eudnsult an ateasy-to-follow instructions to all the required forms necessary to document payroll changes and communicate with affected Did you know the Department of Labor issued a new employees, this kit has everything businesses need to comply. overtime rule? Effective January 1, 2020, the salary Kit Includes: threshold for the white collar exemption from overtime Employers Guide to Payroll/Status Change Notice pay increased from $455/week ($23,660 annually) to FLSA Compliance Salary Deduction Policy $684/week ($35,568 annually). Generally, employees FAQs about FLSA changes Wage & Hour Rules forearning less than this amount will be entitled to overtimeTipsforreclassification Managers and Supervisors pay for any hours worked over 40 in a workweek.Weekly TimeSheet Wage & Hour Rules forOvertime Request & Non-Exempt Employees These new requirements will have a large impact on Approval Form employers, requiring you to either increase salariesfor current exempt employees to the new minimumDescriptionItem #Price (to avoid paying overtime)or reclassify certain PaperPB1-A0052$199 Also available employees as hourly and pay them for any overtimeDownloadPB1-A0052DL$159 for download! they earn. Printed Forms (25 of each): Payroll/Status Change Notice, Salary DeductionGet all the forms and information you need to avoid Policy, Wage & Hour Rules for Managers and Supervisors, Wage & HourRules for Non-Exempt Employees complications when classifying employees andapplying the new overtime requirements with ourLearn more at @ hrdirect.com FLSA Forms & Tools Kit.20-1_84A'