by Jen Carsen, J.D., BLR Legal Editor
As you have undoubtedly heard by now, the Department of Labor has issued its long-awaited final regulations relating to the new overtime rules. By the DOL’s reckoning, these changes will extend overtime pay to 4.2 million Americans who don’t currently receive it.
Seems like unequivocally good news for these workers, doesn’t it? But as with so many things HR-related, it’s not nearly that simple.
You see, the shift in the rules means that some people who are now considered exempt will have to start punching in and out as of December 1. They will need to track their lunch hours and breaks. They may even be told to stop checking emails and voicemails at home, as they are probably used to doing, because this sort of off-hours work is too hard to keep track of from a timekeeping perspective.