
New rules governing eligibility for overtime pay for various types of employees have significant implications for the hotel industry. Designed to clarify and update what were perceived to be ambiguous and sometimes confusing regulations, the U.S. Department of Labor has redefined what constitutes exempt and non-exempt employees. Although the new regulations do not alter the fundamental rationale behind the Fair Labor Standards Act's overtime rules - that employees who work over 40 hours per week must receive overtime pay unless they are otherwise exempt - these new developments are extremely important for hotels, especially those whose workforces are not governed by collective bargaining agreements. READ MORE