Skip to Main Content

Welcome to the HR Blog 

Find the answers to your most pressing human resources questions from the HR experts at Sage Solutions Group.

Cleaning Up Your Digital Footprint

What is a digital footprint, you ask?  It is the unique set of traceable digital activities, actions, contributions and communications that are manifested on the Internet or on digital devices. One aspect of your digital...

Employment News- Michigan Ballot 2018

Michigan businesses need to be aware that there are two initiatives being considered for the 2018 Michigan Ballot that could have significant implications for small businesses. The Michigan Paid Sick Leave Initiative (2018) and Michigan...

Recruiting in 2018

Finding the right talent and efficiently filling positions is harder today than ever before.  There are many factors that make this statement true. First, according to the New York Times, the unemployment rate in the US hit a new low...

Marijuana Use in the Workplace

There is no doubt that recreational use of marijuana is on the rise. For example, it’s not uncommon to stop at stoplight, only to be hit by the smell of marijuana wafting into your car. Or when was the last time you went out to enjoy a...

Sage Solutions Group Airs on Michigan Entrepreneur TV

Sherri McDaniel, CEO at Sage Solutions Group completed her second interview in a three-part series focused on Human Resources with Tara Kachaturoff of Michigan Entrepreneur TV. This second interview will air on Tuesday, January 16 at 11:00 am and...

OSHA Required Reporting Deadline- December 15

December 15th is fast approaching and if that date does not mean anything to you, you may need to listen up. OSHA made changes to the required reporting of work related illness and injury for many employers. This enhanced tracking method is...

How Outsourcing HR Services Can Help Your Business

Human Resources encompasses a wide swath of the corporate landscape, and it seems that every firm has its own definition of the department's duties and responsibilities. Many efficiency experts believe that recruitment and employee retention are...

Harassment Policies Need to be Reviewed

It is nearly impossible to turn on any news channel or social media news feed without hearing the latest in the saga of celebrity sexual harassment claims. With this type of attention to this serious topic, it is a reminder to every organization...
Page: 1234 - All


Michigan Human Resource Consulting Blog | Sage Solutions Group - shutterstock_2180481937(1)








July 1, 2024, marks a milestone as the Department of Labor (DOL) implements a new salaried exempt minimum wage. This shift requires careful consideration from both employers and employees alike. While preparation is key, it's essential to approach this transition with both strategic planning and caution. In this blog, we'll explore the nuances of the DOL's new regulations, offer insights into effective planning strategies, and underscore the importance of navigating this change thoughtfully.

The DOL's updated regulations introduced revised thresholds for employees to qualify as exempt from overtime pay under the Fair Labor Standards Act (FLSA). Key components of these updates include:

  • The minimum annual salary threshold for exempt employees rises to $43,888 on July 1, 2024.

  • Alongside the salary threshold, employees must meet specific duties tests to qualify for exempt status, evaluating the nature of their job responsibilities.

To effectively prepare for the new regulations, employers should consider the following strategies:


This entails a review of your workforce to identify employees falling below the new salary threshold.  Keep in mind that you need to review the category each employee falls into to ensure you are evaluating against the correct minimum wage threshold. Now is also a great time to evaluate their roles and responsibilities to determine eligibility for exempt status.


Assess the financial implications of salary adjustments versus reclassification. Consider budget constraints and operational costs. Keep in mind that as wages go up so do other costs like workers’ compensation and many insurances/benefits.


While completing a financial analysis, consider looking at your overall compensation structure, as this minimum wage increase could necessitate changes to your compensation plan.


Develop a clear communication strategy to inform employees about upcoming changes, address concerns and questions transparently. Hold on to this plan until you are positive there will be no legal challenges.


Provide thorough training for HR and management teams on the new regulations.  While proactive planning is encouraged, caution should be exercised to avoid premature implementation!  Here are some of the pitfalls of prematurely implementing changes:

  • Given the evolving landscape of labor regulations, there is a great chance that these rules will be met with legal challenges, delays, stays, and changes.  This is exactly what happened in 2016-2017 when the DOL proposed similar changes.  Employers who made the changes or announcements too early were forced with difficult decisions resulting in some employers pulling back announced increases.  This can result in serious morale and productivity issues. 

  • Premature announcements when the leadership is unsure themselves may also cause confusion and anxiety among employees.

In addition to the announced July 1 changes, there are anticipated adjustments for January 2025 as well.  The DOL plans further adjustments effective January 1, 2025, with the minimum salary threshold increasing to $58,656 per year. This staged approach should be carefully reviewed as you prepare for the new regulations. 

The DOL's new regulations signal a significant shift in labor standards, demanding careful planning and execution. By navigating this transition with foresight and caution, employers can ensure compliance while fostering a positive workplace environment amidst evolving regulatory landscapes. In short, as employers, we should be prepared for these changes and adapt policies accordingly.  Sage Solutions Group is here to support you in reviewing your options related to this new regulation.