By Randall Sutton, Employment Law and Litigation Attorney
The U.S. Department of Labor has announced a new rule that will clarify that many perks offered by employers don’t need to be factored in to the “regular rate” when an employer calculates overtime. A quick initial look does not provide any big surprises. But for sake of clarity, wellness benefits, employee discounts, tuition benefits, cash-out of unused PTO, certain expense reimbursement, signing bonuses, retention bonuses, free coffee and snacks, and a wide variety of discretionary bonuses all don’t factor into the overtime calculation. You can read more on this rule by clicking here.
Randall Sutton is a partner in the Employment Law and Litigation practice groups and the Health Law and Wine, Beer & Cider industry groups. The information in this article is not intended to provide legal advice. For professional consultation, please contact Randall Sutton at email@example.com at Saalfeld Griggs PC. 503.399.1070. © 2019 Saalfeld Griggs PC