While 2020 has been anything but predictable, the year saw the quick passage of numerous labor and employment laws – and employers must quickly prepare to address them come January 1. Therefore, employees are legally allowed to change an employee’s working hours without notice whenever they choose. This guide provides news on the salary question ban, with a list of salary history laws by state and locality. California is often in the forefront of labor law. Federal Overtime Rule Effective January 1, 2020, a final overtime rule from the US Department of Labor (DOL) will increase the minimum salary from $455 per week (or $23,660 per year) to $684 per week (or $35,568 per year). The rules contained in the act are enforced by the agency's Wage and Hour Division, which is also responsible for investigating employees' claims of unfair employment practices concerning minimum wage, overtime pay, exempt classifications and working hours. Everyone generally understands that exempt employees are paid an annual salary with no overtime for hours worked over 40 in a week, and non-exempt employees are paid an hourly wage or salary, but are entitled to overtime at 1 ½ times their hourly wage for hours worked over 40 in a week. The rule increases the salary threshold for employees exempt under the executive, administrative, and professional exemptions (the “white collar exemptions”) from $455 per week (or $23,660 annually) to $684 per week (or $35,568 annually). Labor Laws in PA. Knowing about labor laws in Pennsylvania ensures employees are aware of what rights they have in the workplace and what federal and state laws provide protection for them on the job. Back in January, Governor Wolf announced that the Pennsylvania Department of Labor and Industry (DLI) would propose new regulations under the Pennsylvania Minimum Wage Act (PMWA) that would increase the minimum salary requirement for the white-collar overtime exemptions under this law.. Under California employment law, salaried employees can be classified as exempt or non-exempt.Non-exempt salaried employees are eligible for overtime. Pennsylvania overtime laws, as well as federal labor laws, require overtime to be paid at a rate of one and a half times a worker's average hourly wage. Most unemployed workers will receive their final paycheck within two weeks … Labor laws for salaried versus hourly employees are codified by the U.S. Department of Labor in the Fair Labor Standards Act of 1938. More than a year ago, in June 2018, the Pennsylvania Department of Labor and Industry (DLI) proposed new regulations under the Pennsylvania Minimum Wage Act (PMWA) that would increase significantly the minimum salary requirement for the white-collar overtime exemptions under this law. Under Pennsylvania labor laws and overtime rules in PA, overtime pay of at least 1 ½ times the employee’s regular wage rate must be paid for all hours worked over 40 in a workweek. Employment Laws and Rules Link to a variety of federal and state employment-related laws, including those administered by the U. S. Department of Labor (USDOL). Exempt salaried employees may not be eligible for overtime; however, employers have to pay salaried exempt employees at twice the minimum hourly wage based on a 40-hour workweek. We update this article every year. Update September 24, 2019 - The DOL has announced a new minimum salary threshold effective January 1, 2020. 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