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Effective Dec. 31, 2018, the minimum salary that employers must pay New York employees to be exempt from overtime under an executive or administrative exemption will increase:

Below are some possible approaches to consider.

While pay raises may be an appropriate response to the new minimum thresholds, employers should carefully consider all of their options before taking action. In some cases, it would not be prudent to simply increase the salaries of all employees currently classified as overtime exempt without evaluating other alternatives to ameliorate the detrimental business impact that a sudden and dramatic increase in labor costs would likely cause.

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