BlogInsights from the human capital management corner

Subscribe to our blog

Does Earmarked Money Apply Towards the Minimum Salary Threshold?

Posted by Eric Daniel on Oct 5 2016

Since the additional amount is earmarked for the specific purpose of purchasing health insurance, the Department of Labor will likely consider the money to be a reimbursement, fringe benefit, or bonus, rather than part of the base salary (they have told us that line items don’t count toward salary). Therefore, I would not recommend counting it when calculating income for compliance with the overtime rule. The same would be true for other allowances, such as money to be used for transportation or cell phone service.

A cows earmark

If you want to count the additional amount toward the FLSA salary threshold, I would suggest simply doing away with the earmarking. You could give the employees the same total compensation without indicating that a certain portion is for purchasing health insurance. The employee will receive the same amount of money, but you’ll avoid any kerfuffle with the Department of Labor. You are of course welcome to communicate to employees upon hire that the salary for the position has been determined with the cost of health insurance (or car or cell phone use) as a consideration.

Topics: Common Questions


As HR professionals, we are most interested in the intersection of the HR practice, technology and business results in today’s organizations. We have a strong interest in areas like recruiting, payroll, benefits, and ACA management, and the technology that manages these areas of interest.  We also keep an eye towards the thousand other areas that impact HR Generalists at every level (VP, Director, Manager, etc.). This Blog does just that.

Latest Posts

Interested to learn more about how we can help you solve

All of your HR Management problems?

Contact Us