cablecarI’m looking forward to “seeing” lots of you at next week’s free webinar we’re having on the new overtime rules and how they impact Connecticut employers.

One of the issues that we’ll touch upon is how the new rules are going to add complications for many employers — and particularly non-profits.

Take, for example, an employee whose job requires travel in Connecticut, perhaps meeting clients.  If that employee makes under the new salary threshold — $47,475/year — (and doesn’t meet any other exemption) then the employee will have to be classified as non-exempt, and therefore eligible to receive overtime.

All of a sudden, time spent travelling needs to be tracked and accounted for. And those rules aren’t necessarily easy.

I’ve talked a bunch about these rules in prior posts (here, here, and here, for example). The interaction between state and federal law on the subject is enough to make your head spin.

But the gist of it is that non-exempt employees will need to be paid for travel time during normal working hours (whatever those may be), but not necessarily for commutes to and from work.

If you are moving an employee from exempt status to non-exempt status, it’s just another example of how application of the relatively straightforward new overtime rule can have added complications.

For more on these issues, feel free to sign up for our June 7th at noon webinar.