For the first time in 50 years, the Department of Labor is proposing a rule to address the calculation of an employee’s regular rate of pay; an employee’s regular rate is used to determine the applicable overtime rate, and the calculation of the regular rate can be an issue in DOL audits, and litigation.
The DOL’s proposed rule includes clarification that the following forms of compensation are not required to be included in the regular rate:
the cost of providing wellness programs
payments for unused paid leave
reimbursed expenses that are not “solely” for the employer’s benefit
certain reimbursed travel expenses
Employers will want to take this opportunity to review existing pay practices, and determine if changes can be made.