Business Resources

If you were unable to participate in our COVID-19 Employer Resources Webinars, you can view the videos and download the PowerPoints HERE. If you have a question that was not asked during these seminars, please feel free to reach out to Chamber President & CEO Frank Castella Jr. You can reach him at Frank@dcrcoc.org.

On March 7, 2019 the Department of Labor announced a proposed rule that would would increase the minimum salary level for employees to be considered “exempt” from overtime regulations.

For more information click here and here. 

The Notice of Proposed Rulemaking includes:

• Increasing the minimum salary required for an employee to qualify for exemption from the currently-enforced level of $455 to $679 per week (equivalent to $35,308 per year).
• No changes to the job duties test.
• No automatic adjustments to the salary threshold.
• Increasing the total annual compensation requirement for “highly compensated employees” (HCE) from the currently-enforced level of $100,000 to $147,414 per year.
• A commitment to periodic review to update the salary threshold. An update would continue to require notice-and-comment rulemaking.
• Allowing employers to use nondiscretionary bonuses and incentive payments (including commissions) that are paid annually or more frequently to satisfy up to 10 percent of the standard salary level.

The new proposed rule has yet to be published in the Federal Register. Once it is, interested parties will have 60 days to submit comments. The Department will then evaluate the comments and issue a final rule or continue to revise proposed rules.

• By October 9, 2018, all employers in New York will be required to adopt a written sexual harassment policy.

• By October 9, 2019, all employers in New York will be required to conduct annual training, which must be “interactive”.

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