Trudi Simmons, PHR’s Post

🔍 New Overtime Rules Are Here — Is Your Business Ready? The 2025 overtime updates raise the salary threshold and expand eligibility — meaning more employees may qualify for overtime pay. These changes affect classification, payroll systems, and scheduling for many roles. Don’t get caught off guard. Learn how to stay compliant and optimize your workforce strategy. 👉 Read the full article here: https://lnkd.in/eFayWHAG #OvertimeRules #BusinessCompliance #WorkforceStrategy #AtWorkForYou #StaffingInsights #NWAEmployers

⚠️ Employers: Think the 40-hour rule is all you need to know about overtime? Think again. States like California, Colorado, and Alaska have their own unique rules—and 2025 brings new updates. 📍 Check out our comprehensive guide to state-by-state overtime and minimum wage laws. 💼 Stay compliant and avoid penalties. #HRCompliance #OvertimeLaws #2025Wages #PayrollTips #FLSA https://lnkd.in/g_fYS9Tu

𝗢𝘃𝗲𝗿𝘁𝗶𝗺𝗲 𝗣𝗮𝘆 𝗶𝗻 𝗠𝗮𝗹𝗮𝘆𝘀𝗶𝗮: 𝗪𝗵𝗮𝘁 𝗘𝘃𝗲𝗿𝘆 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗦𝗵𝗼𝘂𝗹𝗱 𝗞𝗻𝗼𝘄 Here’s what the law says under the 𝐄𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭 𝐀𝐜𝐭 𝟏𝟗𝟓𝟓 👇 ✅ 𝐖𝐡𝐨 𝐢𝐬 𝐞𝐥𝐢𝐠𝐢𝐛𝐥𝐞? 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐑𝐌𝟒,𝟎𝟎𝟎 𝐩𝐞𝐫 𝐦𝐨𝐧𝐭𝐡 𝐚𝐧𝐝 𝐛𝐞𝐥𝐨𝐰, or those engaged in certain categories of manual labour, are entitled to overtime pay. 𝐖𝐡𝐚𝐭 𝐚𝐛𝐨𝐮𝐭 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐚𝐛𝐨𝐯𝐞 𝐑𝐌𝟒,𝟎𝟎𝟎 𝐩𝐞𝐫 𝐦𝐨𝐧𝐭𝐡? 𝐓𝐡𝐞𝐲 𝐦𝐚𝐲 𝐛𝐞 𝐞𝐥𝐢𝐠𝐢𝐛𝐥𝐞 𝐟𝐨𝐫 𝐫𝐞𝐩𝐥𝐚𝐜𝐞𝐦��𝐧𝐭 𝐥𝐞𝐚𝐯𝐞, subject to approval from their superior.  ✅ 𝐎𝐯𝐞𝐫𝐭𝐢𝐦𝐞 𝐑𝐚𝐭𝐞𝐬 🔹𝟏.𝟓𝐱 𝐡𝐨𝐮𝐫𝐥𝐲 𝐫𝐚𝐭𝐞→ Work beyond normal working hours 🔹𝟐𝐱 𝐡𝐨𝐮𝐫𝐥𝐲 𝐫𝐚𝐭𝐞 → Work on a rest day or normal working hours on a public holiday  🔹𝟑𝐱 𝐡𝐨𝐮𝐫𝐥𝐲 𝐫𝐚𝐭𝐞 → Overtime work on a public holiday 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: 𝐈𝐟 𝐚𝐧 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐞𝐚𝐫𝐧𝐬 𝐑𝐌𝟑,𝟎𝟎𝟎 𝐩𝐞𝐫 𝐦𝐨𝐧𝐭𝐡, their hourly rate is approximately 𝐑𝐌𝟏𝟒.𝟒𝟐 (based on 26 working days and 8 hours per day). Overtime rates would be: 🔹𝐑𝐌𝟐𝟏.𝟔𝟑/𝐡𝐨𝐮𝐫 (𝟏.𝟓𝐱) 🔹𝐑𝐌𝟐𝟖.𝟖𝟒/𝐡𝐨𝐮𝐫 (𝟐𝐱) 🔹𝐑𝐌𝟒𝟑.𝟐𝟔/𝐡𝐨𝐮𝐫 (𝟑𝐱) ✅ Working Hours • Daily hours: Typically 8 hours/day, but this may vary depending on your company's policy, as long as the total does not 𝐞𝐱𝐜𝐞𝐞𝐝 𝟒𝟓 𝐡𝐨𝐮𝐫𝐬/𝐰𝐞𝐞𝐤 (excluding breaks). 🔔 𝐑𝐞𝐦𝐢𝐧𝐝𝐞𝐫: Any work beyond these hours requires overtime pay, and the 𝐦𝐚𝐱𝐢𝐦𝐮𝐦 𝐥𝐢𝐦𝐢𝐭 𝐟𝐨𝐫 𝐨𝐯𝐞𝐫𝐭𝐢𝐦𝐞 𝐢𝐬 𝟏𝟎𝟒 𝐡𝐨𝐮𝐫𝐬 𝐩𝐞𝐫 𝐦𝐨𝐧𝐭𝐡. ✅𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 • Must maintain accurate records of attendance and overtime • Must pay overtime within the regular salary cycle 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 • Should obtain prior approval before working extra hours Overtime isn’t just an HR policy, it’s a reflection of how we value time and effort in the workplace. 𝐇𝐨𝐩𝐞𝐟𝐮𝐥𝐥𝐲 𝐲𝐨𝐮 𝐥𝐞𝐚𝐫𝐧𝐞𝐝 𝐬𝐨𝐦𝐞𝐭𝐡𝐢𝐧𝐠 𝐧𝐞𝐰 𝐭𝐨𝐝𝐚𝐲! 💭 𝐻𝑜𝑤 𝑚𝑎𝑛𝑦 ℎ𝑜𝑢𝑟𝑠 𝑜𝑓 𝑜𝑣𝑒𝑟𝑡𝑖𝑚𝑒 𝑑𝑜 𝑦𝑜𝑢 𝑡𝑦𝑝𝑖𝑐𝑎𝑙𝑙𝑦 𝑐𝑙𝑜𝑐𝑘 𝑖𝑛 𝑎 𝑤𝑒𝑒𝑘? Drop it in the comments. Let’s talk real work culture. Love, 𝐊𝐨𝐩𝐩𝐢𝐤𝐮 💚 #HR #EmploymentLaw #Overtime #Malaysia #WorkplaceRights #HRCompliance #Koppikrew #Koppiku

Compliance 101: Calculating Overtime Correctly The Fair Labor Standards Act (FLSA) requires covered employers to pay non-exempt employees overtime for hours worked over 40 in a workweek at a rate of 1.5 times the employee’s “regular rate of pay.” Errors in calculating overtime are one of the most common—and costly—compliance mistakes. To stay compliant, employers should: 1. Know who is non-exempt. Not all employees qualify as exempt. Misclassifying employees as exempt from overtime is a frequent source of liability. Review job duties and salary thresholds carefully. 2. Define the workweek consistently. A workweek is any fixed, recurring 7-day period (e.g., Sunday–Saturday). Employers must apply the same workweek consistently across employees. 3. Calculate the “regular rate” properly. The regular rate includes all compensation—not just hourly wages. Employers must factor in nondiscretionary bonuses, shift differentials, and commissions when calculating overtime. 4. Apply the 1.5 multiplier. Overtime pay equals 1.5 × the regular rate × overtime hours worked. Be careful: using the base hourly wage instead of the regular rate leads to underpayment. 5. Track hours accurately. Accurate timekeeping is essential. Employers should ensure non-exempt employees record all hours worked, including training, travel time, and certain pre/post-shift activities. 6. Check state laws. Some states require daily overtime or impose stricter rules than federal law. Always confirm both federal and state requirements. By implementing strong overtime practices, employers reduce the risk of wage-and-hour claims and demonstrate a commitment to fair pay. #OvertimeCompliance #FLSA #WageAndHour #Compliance101 #EmploymentLaw #HRCompliance

Most employees in New Jersey have the right to collect a higher overtime pay rate when they work more than 40 hours during the work week. This right is guaranteed in both federal and New Jersey law. Learn more: https://hubs.li/Q03LlyG30

Ever worked late just to meet that "urgent" deadline, only to realize your time isn't being valued? This hits hard in our industry. Unpaid overtime isn't just about missing hours on a timesheet - it's about the silent erosion of work-life balance and professional dignity. When companies expect extra work without compensation, they're essentially saying our time and expertise don't deserve fair recognition. I've seen too many talented professionals burn out because of this normalized exploitation. The mental toll is real - constant stress, disrupted personal lives, and that nagging feeling of being taken advantage of. What hurts most is how this practice disproportionately affects those early in their careers who feel pressured to "prove themselves" through unpaid labor. It creates an unfair playing field where willingness to work for free becomes mistaken for dedication. Our industry thrives on innovation and talent, yet we're allowing practices that devalue both. When did working for free become the benchmark for commitment? When will we start valuing people over deadlines? What's your experience with unpaid overtime, and how do we collectively push for change? #WorkplaceFairness #EmployeeRights #TechIndustry #WorkLifeBalance #CareerGrowth

Qualified Overtime Compensation: Don’t Wait for the IRS to Clarify What You Can Prepare for Now If you’ve seen snippets online about “qualified overtime compensation” (QOC) and wondered what it really means for 2025 payroll, you’re not alone. Here’s the short version: under a new tax rule (IRC §225), employees will be able to deduct certain overtime premiums—but employers will have to report them. The catch? The law ties QOC directly to Section 7 of the FLSA, meaning it covers only the premium portion of overtime pay (the “extra half-time,” not the full time-and-a-half). So yes—when calculating or tracking QOC, it’s the 0.5 multiplier, not 1.5× the rate. The IRS has said no new W-2 boxes for 2025 yet, but that doesn’t mean you should wait. Employers will still need to identify and report the QOC amount, likely through Box 14 or an accompanying statement. What to do now: 1. Make sure your payroll system can isolate the FLSA overtime premium portion (not just total OT pay). 2. Document your “reasonable method” for capturing that figure before 2026 reporting becomes mandatory. 3. Start training HR and finance on what “qualified overtime compensation” really covers. This is one of those times where acting early can save hours of cleanup later. Not legal advice—just a reminder that proactive compliance is always cheaper than retroactive correction.

Working overtime has slowly become a routine not a choice. Many employees stay late, skip breaks, or finish tasks after hours just to keep up. And too often… that time goes unpaid. But here’s the truth: 💡 Overtime is work, and work deserves compensation. ⚖️ Labor laws exist for a reason to protect employees from burnout and exploitation. It’s time for both sides to know their rights. Employees must learn how the law works. And as the quote says: “Employers should understand that respecting working hours isn’t just about money , it’s about fairness, well-being, and sustainability.” Because fair work creates loyal teams and loyal teams build strong companies. 💪

💰 Comp Time vs. Overtime Pay: What You Need to Know If your employer offers comp time instead of overtime pay, it’s important to know your rights. ⚖️ In many cases, private employers in North Carolina cannot legally substitute time off for the extra pay you’re owed. ⚠️ Overtime laws are clear: non-exempt employees must receive 1.5 times their regular pay rate for all hours worked over 40 in a week. Anything less may be considered wage theft. ⏱️💼 At Harman Law, we help workers protect their hard-earned paychecks and hold employers accountable when they break the rules. 💪 🌐 Learn more about comp time vs. overtime—and what to do if your rights are being violated: https://smpl.is/acjlg

Someone asked me this today: 👉 “Does training outside working hours or on weekends count as overtime, and should it be compensated?” They mentioned there’s been a debate going on, with people agreeing and disagreeing and wanted to know my perspective. So here’s my take: ⚖️ Legally: From a legal perspective, if the training is not voluntary, then it is considered work. That means it counts as overtime when conducted outside regular hours or on rest days. In such cases, the company should clearly indicate how this is being compensated, whether by time in lieu or cash in lieu, in line with labor law. 🌱 Professionally: Now, speaking as an HR professional and a passionate supporter of professional development, I believe there’s another side to this conversation. Training is not just a “task”, it’s an investment in employees’ skills and future growth. If employees approach it as an opportunity rather than just an obligation, and if companies are flexible and considerate of employees’ circumstances, the benefits go far beyond a payslip. This is where engagement, trust, and loyalty come in. The healthiest workplaces are not built on measuring every interaction with a ruler, but on mutual respect and give-and-take. When employees feel their growth is genuinely valued, they are more likely to respond with commitment, discretionary effort, and long-term loyalty, the things no law can enforce but every organization depends on. So yes, legally it’s overtime if it’s mandatory. #HumanResources #EmployeeEngagement #LearningAndDevelopment #HRLeadership #WorkplaceCulture #ProfessionalDevelopment #PeopleFirst #FutureOfWork #Leadership #CareerGrowth #EmployeeExperience #OrganizationalCulture #HRCommunity #Overtime #LaborLaw #HrInsightsWithMarlene