While many people were ringing in the new year with champagne and fireworks, businesses in Arizona and across the nation were rolling out compensation changes driven by the Department of Labor’s new overtime rules, which went into effect Jan. 1. Jill Chasson shared insight on these updates with In Business, providing an overview of the changes and tips for complying.

Jill explained that the new rules increased the minimum salary requirement for exempt employees – the first update in 15 years – and increased the exemption salary threshold for highly compensated employees. She encouraged businesses to evaluate employees’ roles carefully, working with legal and human resources professionals to reclassify employees as needed. Jill noted that newly non-exempt employees may be paid hourly instead of by salary, must track their work hours, and will be eligible for overtime pay.. She cautions that noncompliance with the new overtime rules, and improper classification of employees, can result in costly litigation and liability for unpaid overtime. 

Jill provides practical advice to employers regarding compliance with the many federal and state laws that govern the workplace and regularly provides training for supervisors and human resource professionals. When disputes arise, Jill represents employers before administrative agencies, in arbitration proceedings, and in litigation in federal and state courts regarding a variety of employment-related claims.

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