Per the HR Committee meeting yesterday, here’s the DOL OT threshold compliance strategy spreadsheet that might be applicable to your situation.  The spreadsheet was referenced by me in the webinar on this subject.

It is based on the assumptions that you convert certain salaried employees to hourly and begin to pay them OT.  The net result is that they are paid about what they are paid in salary, for the same hours they are working now.  It presumes that OT is somewhat predictable over a longer period of time and that your staff are OK with some unpredictability in their pay (as OT varies across payroll periods).

Thanks.

Mark Davis