• Elin Ross

    Sheesh, we’ve been saying for years that the wages of the non-profit sector should reflect its contribution. I know how hard it is to balance the budget each year but this is our front-line and we should be using this long-overdue rule to evaluate what really matters…for our people and as the example we set. Thanks for the article.

  • Mehitabel

    I don’t think it’s quite fair to characterize the response to the proposed rule as universally negative from the nonprofit sector. I was one of those who commented. I have some reservations about how well the sector is going to be able to implement such a drastic change in such a short span of time, and I believe the threshold increase probably should have been phased in over a period of a couple of years. But I believe the change is necessary and right, and many of my nonprofit colleagues feel the same way I do.

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  • Almost all employers and workers are included.

    “Generally, employees of enterprises that have an annual gross volume of
    sales made or business done of $500,000 or more are covered by the FLSA.
    In addition, employees of certain entities are covered by the FLSA
    regardless of the amount of gross volume of sales or business done.
    These entities include: hospitals; businesses providing medical or
    nursing care for residents; schools (whether operated for profit or not
    for profit); and public agencies”
    See: https://www.dol.gov/whd/overtime/final2016/faq.htm#G1

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  • Michael Chamberlain

    As HSC rightly notes, there is a need to review government grants and contracts in light of these new regulations. The grantees/recipients will still be required to accomplish the work in these grant awards or face severe consequences. This places an unfair burden on these organizations and will require many to reallocate resources from other programs to meet this need. This is simply the reality of the situation and likely was not considered by DOL when implementing the rule.