{"id":245,"date":"2015-07-11T01:27:57","date_gmt":"2015-07-10T19:57:57","guid":{"rendered":"http:\/\/sishrsolutions.com\/why-dols-new-ot-rules-may-not-increase-pay\/"},"modified":"2015-07-11T01:27:57","modified_gmt":"2015-07-10T19:57:57","slug":"why-dols-new-ot-rules-may-not-increase-pay","status":"publish","type":"post","link":"https:\/\/sishrsolutions.com\/index.php\/hrmorning\/why-dols-new-ot-rules-may-not-increase-pay\/","title":{"rendered":"Why DOL\u2019s new OT rules may not increase pay"},"content":{"rendered":"

\"overtime<\/a><\/p>\n

The DOL has said it expects its new overtime exemption rule changes<\/a><\/strong> to make roughly 4.6 million workers eligible for OT, resulting in bigger paychecks. But is that really what’s going to happen? <\/span><\/p>\n

Talk to just about anyone who’s not in the Obama Administration, and the answer you’ll get is “no.”<\/p>\n

While the rule changes, which President Obama ordered the DOL<\/a><\/strong> to make, may sound good to members of the voting public who’d like to make more for working above and beyond the standard 40-hour workweek, it’s unlikely employers will take the changes lying down.<\/p>\n

Attorneys and consultants nationwide have been quick to point out that the vast majority of employers won’t just hand over the $1.5 billion in extra wages the DOL estimated could be generated from the rule changes.<\/p>\n

Example: Tammy McCutchen, a former administrator for the DOL’s Wage and Hour Division who was an architect of the last revisions to the FLSA’s overtime rules back in 2004, while speaking at the 2015 SHRM annual conference in Las Vegas, said employers could adjust their pay strategies so their payroll costs don’t increase.<\/p>\n

Employer strategies<\/h2>\n

During her presentation, McCutchen, who’s now an attorney for the law firm Littler Mendelson P.C., said there are three main strategies employers can use to deal with the new overtime rules:<\/p>\n