By Kate McGovern Tornone, Editor
When new overtime regulations for the Fair Labor Standards Act (FLSA) take effect December 1, churches may be especially burdened by the requirements.
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The U.S. Department of Labor (DOL) released new regulations earlier this year that require employers to pay time-and-one-half for hours worked beyond 40 in a workweek to any employee who is paid less than $913 per week (which amounts to $47,476 annually).
While employers in the public sector can sometimes offer “comp time” and other companies can pass costs along to consumers, churches may find themselves with fewer options, says Michele Brott, an attorney with Davis Brown and an editor of the Iowa Employment Law Letter.
We asked Brott to explain how the FLSA and the new regulations apply to churches. Her answers are included in this Q&A.