The minimum federal salary threshold for white-collar employees may soon increase from $23,660 to $35,308. The U.S. Department of Labor recently released a proposed rule increasing the long-standing amount, as one of the requirements for “exempt” employees under the Fair Labor Standards Act. Consequently, nonprofit employers with modestly or low-paid executive directors and other dedicated leaders may need to revisit their compensation structures to ensure that key leaders remain as exempt employees, for purposes of overtime pay and related legal compliance. In case this news sounds familiar, it is. The DOL previously tried to increase the salary threshold much more drastically, and this second attempt might just stick.
Must employers reimburse their employees for work-related expenses, like cell phones and laptops used for work calls and projects? Illinois recently joined the growing state trend, requiring employers to reimburse expenses incurred by employees within the scope of their employment. As a result, many nonprofits need to revisit and update current reimbursement policies and communicate these changes to employees to mitigate against unexpected liability in this area. Additional employment law aspects make legal compliance even more compelling.
Winter weather advisory: snow, gusty winds, ice, and bitter cold are hitting much of our nation, with Chicagoans soon facing record wind chills of fifty below or worse. What should responsible nonprofits do to address inclement weather issues for their employees and program participants? And are employees entitled to pay for time missed due to inclement weather?