Department of Labor Overtime Changes and Automated Time and Labor Management

The Department of Labor recently increased the earnings threshold for employees to be classified as exempt from overtime compensation.  This will require that employers evaluate their systems for tracking time worked.  This change is just one of the many ways state and federal regulators are elevating their oversight of how employers compensate their non-exempt employees.  To minimize compliance risk, employers need to evaluate their systems for tracking time worked and appropriately pay overtime to eligible employees.

The complexity of managing and paying employees in today’s highly regulated employment environment requires a comprehensive system that does not rely on the integration of separate systems.  Mosaic’s Workforce One platform has the payroll, time and labor, and human resources capabilities employers need, all housed on one database and one application.

Workforce One delivers enterprise-class time and labor management capabilities including:

• Sophisticated Pay Calculation Engine supporting more than 250 calculation rules
• Multiple-EIN functionality that supports employees working in more than one legal entity
• Custom Overtime Flags
• Approaching Overtime Email Triggers
• Multiple Time Collection Profiles
• Overtime Requests
• Daily/Weekly Overtime Reports and Notifications
• Discretionary Bonus Calculations
• Quarterly Salary Level Reporting
• Catch-up Payment Support
• Blended Hours Overtime
• Weighted Average Overtime
• Tipped Overtime
• Multiple Pay Rates – Individualized or Global Rate Tables
• Workday Breakdown
• Scheduling Application

How will the Department of Labor’s Overtime Rule impact your organization and what steps should you take to ensure compliance by December 1^st? If you have any questions about this new overtime legislation or would like to see how Mosaic can help you navigate it successfully, call (303) 645-4270 or visit www.mosaices.com.