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Do you know how the new FLSA overtime pay rules affect non-profit organizations?

Employers have read for over a year about the proposed new overtime exemption rules from the Department of Labor (DOL). Finally, on May 18, 2016, the changes to federal overtime exemption law were published by DOL.

The clock has been pushed ahead on a possible compliance date for the new Department of Labor (DOL) rule revising the minimum salary level for white collar overtime exemptions.

Here's the top 10 reasons you need a will.

I urge you to do a careful review of your employee handbooks sooner rather than later—when the NLRB, DOL, or EEOC is staring down the barrel of its guns at you.

According to a January report from the large national employment law firm, Seyfarth-Shaw*, the value of class-based employment-related litigation and enforcement actions reached an all-time high in 2015.

The New Year is a good time to review employee pay practices. Wage and hour lawsuits continue to be the most fertile area for employee claims against employers.

The fight continues between employers and the U.S. Department of Labor (DOL), the Internal Revenue Service (IRS), and state employment agencies over who can truly be classified as independent contractors. Misclassification can be tragic for employers. Don't let your business be one of the targets.

These anticipated changes are likely to have a significant impact on employers across all industries, particularly those employers with a lot of front­‐line managers and assistant managers classified as exempt and those employers that use the professional and administrative exemption for many of their entry­‐level positions.

Employers still have the right, however, to restrict weapons in the workplace. But they must take specific steps to exercise that right. If an employer decides that it wants to prohibit open or concealed carry of weapons at work, it should review and revise current policies or adopt new ones as needed.