Effective Dec. 1, 2016, breweries and other businesses will need to comply with the Department of Labor’s (DOL’s) new overtime regulations. These regulations increase the salary threshold for overtime eligibility to $913 per week ($47,476 annually) and automatically update the salary threshold every three years.
In order to comply with the regulations, brewery owners and managers will need to review the duties associated with current exempt positions to ensure employees are correctly classified as exempt or non-exempt, and from there, determine which of the positions qualifies for overtime pay or qualifies for a salary adjustment. If changes to employees’ pay structure are required to be in compliance, there are several options brewery owners and managers can consider to be in compliance. Regardless of the option selected, very careful communication and consistent messaging should be developed for any employee whose salary is impacted as a result of the new regulations.
For more information on this topic, or to learn how Baker Tilly food and beverage specialists can help, contact our team.