{"id":5345,"date":"2024-04-18T11:15:21","date_gmt":"2024-04-18T16:15:21","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=5345"},"modified":"2024-04-18T11:15:24","modified_gmt":"2024-04-18T16:15:24","slug":"hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/","title":{"rendered":"HR Newsletter: Best Practices for Reclassifying Employees as Non-exempt"},"content":{"rendered":"\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/October2023_FLSA.jpg\" alt=\"HR Newsletter: Best Practices for Reclassifying Employees as Non-Exempt\"\/><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as \u201cnon-exempt\u201d and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to be classified as \u201cexempt\u201d from minimum wage and overtime requirements. Typically, only employees in certain positions who meet certain salary and job duties criteria set forth under the FLSA may qualify for an exemption.<\/p>\n\n\n\n<p>Periodically, employers may be required to reclassify exempt employees as non-exempt, such as following a legal change to the exemption criteria or upon discovery that an employee is misclassified as exempt. Employers may also choose to reclassify employees as non-exempt to serve other business purposes.<\/p>\n\n\n\n<!--more-->\n\n\n\n<p>Employee misclassification is a common FLSA violation. Employers who fail to classify their workforce accurately may be subject to costly and time-consuming legal challenges. Therefore, it is critical that employers ensure all employees are properly classified and take appropriate measures to reclassify exempt employees as non-exempt when necessary.<\/p>\n\n\n\n<p>Click the following link to read our entire HR Compliance Bulletin \u2013 <a href=\"https:\/\/www.employco.com\/PDFs\/April2024_HR-Compliance-Overview.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Best Practices for Reclassifying Employees as Non-exempt<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.employco.com\/PDFs\/April2024_HR-Compliance-Overview.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/April2024_HR-Compliance-Overview-PDF.jpg\" alt=\"HR Compliance Bulletin: Best Practices for Reclassifying Employees as Non-exempt\"\/><\/a><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><a href=\"mailto:hr@employco.com\">Contact us<\/a> for support with your company\u2019s evaluation of employees\u2019 exempt status or other wage and hour topics.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as \u201cnon-exempt\u201d and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to&hellip;  <\/p>\n<p class=\"more-link\"><a href=\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[31],"tags":[],"class_list":["post-5345","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>HR Newsletter: Best Practices for Reclassifying Employees as Non-exempt - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"HR Newsletter: Best Practices for Reclassifying Employees as Non-exempt - Employco Blog\" \/>\r\n<meta property=\"og:description\" content=\"The Fair Labor Standards Act (FLSA) provides minimum wage and overtime pay protections to most employees. Employees generally must be classified as \u201cnon-exempt\u201d and, therefore, be eligible for such minimum wage and overtime protections unless they meet the criteria to&hellip; Continue reading &rarr;\" \/>\r\n<meta property=\"og:url\" content=\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/\" \/>\r\n<meta property=\"og:site_name\" content=\"Employco Blog\" \/>\r\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Employco\" \/>\r\n<meta property=\"article:published_time\" content=\"2024-04-18T16:15:21+00:00\" \/>\r\n<meta property=\"article:modified_time\" content=\"2024-04-18T16:15:24+00:00\" \/>\r\n<meta property=\"og:image\" content=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/October2023_FLSA.jpg\" \/>\r\n<meta name=\"author\" content=\"Employco USA\" \/>\r\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\r\n<meta name=\"twitter:creator\" content=\"@employco\" \/>\r\n<meta name=\"twitter:site\" content=\"@employco\" \/>\r\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Employco USA\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\r\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/\"},\"author\":{\"name\":\"Employco USA\",\"@id\":\"https:\/\/www.employco.com\/blog\/#\/schema\/person\/9c5a99be12eccf56ad10d0301c213414\"},\"headline\":\"HR Newsletter: Best Practices for Reclassifying Employees as Non-exempt\",\"datePublished\":\"2024-04-18T16:15:21+00:00\",\"dateModified\":\"2024-04-18T16:15:24+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/\"},\"wordCount\":213,\"image\":{\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/October2023_FLSA.jpg\",\"articleSection\":[\"HR Newsletter\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/\",\"url\":\"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-best-practices-for-reclassifying-employees-as-non-exempt\/\",\"name\":\"HR Newsletter: Best Practices for Reclassifying Employees as Non-exempt - 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According to the agency\u2019s regulatory agenda, this proposed rule is expected to address how to implement the exemption of executive, administrative and professional employees from the\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"Proposed Overtime Rule Expected in October","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":5369,"url":"https:\/\/www.employco.com\/blog\/2024\/05\/23\/hr-newsletter-new-overtime-rule\/","url_meta":{"origin":5345,"position":1},"title":"HR Newsletter: New Overtime Rule","author":"Employco USA","date":"May 23, 2024","format":false,"excerpt":"On April 23, 2024, the U.S. Department of Labor (DOL) announced a final rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA). The final rule will take effect on July 1, 2024. Increased Salary Level\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":5622,"url":"https:\/\/www.employco.com\/blog\/2024\/12\/19\/hr-newsletter-2025-state-minimum-wage-rates\/","url_meta":{"origin":5345,"position":2},"title":"HR Newsletter: 2025 State Minimum Wage Rates","author":"Employco USA","date":"December 19, 2024","format":false,"excerpt":"The minimum wage rate is expected to change in 2025 in the following states: Alaska, Arizona, California, Colorado, Connecticut, Delaware, District of Columbia, Florida, Illinois, Maine, Michigan, Minnesota, Missouri, Montana, Nebraska, New Jersey, New York, Ohio, Oregon, Rhode Island, South Dakota, Vermont, Virginia, and Washington. Certain areas of states (e.g.,\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":4795,"url":"https:\/\/www.employco.com\/blog\/2023\/08\/15\/hr-newsletter-misclassification-of-employees-as-independent-contractors\/","url_meta":{"origin":5345,"position":3},"title":"HR Newsletter: Misclassification of Employees as Independent Contractors","author":"Employco USA","date":"August 15, 2023","format":false,"excerpt":"When an employee is misclassified as an independent contractor instead of an employee, they are denied crucial benefits and standard labor protections under the Fair Labor Standards Act (FLSA). The FLSA, enforced by the U.S. Department of Labor (DOL) Wage and Hour Division (WHD), establishes standards for recordkeeping, overtime pay,\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"HR Newsletter: Misclassification of Employees as Independent Contractors","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":5409,"url":"https:\/\/www.employco.com\/blog\/2024\/06\/18\/hr-newsletter-new-overtime-rule-july-1st\/","url_meta":{"origin":5345,"position":4},"title":"HR Newsletter: New Overtime Rule \u2013 July 1st","author":"Employco USA","date":"June 18, 2024","format":false,"excerpt":"As we approach the new overtime rule\u2019s July 1st effective date, employers should prepare for the upcoming changes as soon as possible. On April 23, 2024, the U.S. Department of Labor (DOL) announced a final rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":3679,"url":"https:\/\/www.employco.com\/blog\/2021\/11\/15\/hr-newsletter-dol-clarifies-pay-requirements-for-tipped-employees-with-dual-jobs\/","url_meta":{"origin":5345,"position":5},"title":"HR Newsletter: DOL Clarifies Pay Requirements for Tipped Employees with Dual Jobs","author":"Employco USA","date":"November 15, 2021","format":false,"excerpt":"On Oct. 28, 2021, the U.S. Department of Labor (DOL) announced the publication of a new rule for tip regulations under the Fair Labor Standards Act (FLSA). The new rule clarifies that employers may only take a tip credit for tipped employees when these employees are performing work that is\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"DOL (Department of Labor)","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]}],"_links":{"self":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5345","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/comments?post=5345"}],"version-history":[{"count":1,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5345\/revisions"}],"predecessor-version":[{"id":5346,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5345\/revisions\/5346"}],"wp:attachment":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/media?parent=5345"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/categories?post=5345"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/tags?post=5345"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}