This month’s HR magazine makes some educated guesses regarding the potential changes to the FLSA that can be expected to occur in Q1 2015.  According to SHRM’s sources, the new FLSA rule will:

* Increase the minimum salary threshold in determining FLSA exemption status

*More tightly define the percentage of the person’s work time that needs to engaged in exempt duties to be exempt from FLSA OT – SHRM suggest that the new threshold will be at least 50% similar to California’s OT standards

*Narrow the executive FLSA exemption by modifying or eliminating the primary duty standard.