There are two tests when figuring out if an employee is exempt from overtime. The first is that, regardless of job duties, an employee has to be making more than a specified amount of money per year ($23,660) and they have to be doing certain kinds of job tasks. (In the case of senior living that's primarily supervising other employees.)
The big impact ..... is that the proposed rule change would increase the salary threshold to $50,400 per year.
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It seems..............that we as a business sector, have to come a place where a 40 hour work week is no longer the real expected norm for anyone in a managerial or supervisorial role. As a provider and employer you may argue that this is just the new reality, but I find myself wondering if this is also why we see such high rates of dissatisfaction and turn-over in our team members?
http://seniorhousingforum.net/blog/2015/9/20/white-collar-work-rules-exemption-another-view
