The $15.00 Direct Service Professional Wage Bill, House Bill 5931, passed the House of Representatives. See how your Legislator voted. It will now go to Senate. Nice job everyone but there is much more work to do!
Also the Dept of Labor gave a time limited exemption to Home & Community Based Residential Providers up until March, 2019. We are the only ones to get this exemption. Thank you to The Arc. See The Arc Summary below for more details.
DOL Releases New Overtime Final Rule-Including Non-Enforcement for Some Medicaid Providers
The Department of Labor released the much anticipated Overtime Final Rule today, with the an effective date of December 1, 2016. Along with the rule, DOL announced a non-enforcement policy for providers of Medicaid-funded services for individuals with intellectual or developmental disabilities in residential homes and facilities with 15 or fewer beds. For more information, check out our blog: https://blog.thearc.org/2016/05/18/dol-releases-new-overtime-final-rule-including-non-enforcement-medicaid-providers/
If you have questions, feel free to contact Nicole Jorwic, Director of Rights Policy, email@example.com
From the DOL Website: Key Provisions of the Final Rule
The Final Rule focuses primarily on updating the salary and compensation levels needed for Executive, Administrative and Professional workers to be exempt. Specifically, the Final Rule:
- Sets the standard salary level at the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region, currently the South ($913 per week; $47,476 annually for a full-year worker);
- Sets the total annual compensation requirement for highly compensated employees (HCE) subject to a minimal duties test to the annual equivalent of the 90th percentile of full-time salaried workers nationally ($134,004); and
- Establishes a mechanism for automatically updating the salary and compensation levels every three years to maintain the levels at the above percentiles and to ensure that they continue to provide useful and effective tests for exemption.
Additionally, the Final Rule amends the salary basis test to allow employers to use nondiscretionary bonuses and incentive payments (including commissions) to satisfy up to 10 percent of the new standard salary level.
DOL has released several documents for non-profits including guidance and a shorter fact sheet. Additional resources can be found on DOL’s website. DOL will also be hosting several webinars to provide additional information: register here.
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