Update on the overtime rule I posted about on Nov 18th.
The gist of it is that there was supposed to be a major HR law change to allow salaried workers who earned under $47k to be paid for overtime. That law was just overturned by a federal court days before it was supposed to go into effect (Dec 1st).
Thanks to my friends at Hofgard Benefits, a terrific healthcare/HR brokerage firm for growing businesses for keeping us up to date.
Read on if interested in more details:
U.S. District Court Grants Nationwide Preliminary Injunction Against New Federal Overtime Rule
The U.S. District Court for the Eastern District of Texas has granted a nationwide preliminary injunction against the U.S. Department of Labor’s (DOL) new federal overtime rule, which was set to become effective on December 1, 2016. The injunction prevents enforcement of the final rule on a nationwide basis.
Current federal rules provide an exemption from both the minimum wage and overtime pay requirements of the Fair Labor Standards Act (FLSA) for bona fide executive, administrative, and professional employees who meet certain tests regarding their job duties and who are paid on a salary basis at not less than $455 per week ($23,660 per year). “Highly compensated employees” (HCEs) who are paid total annual compensation of $100,000 or more and meet certain other conditions are also deemed exempt.
On May 18, 2016, the DOL issued a final rule updating the salary and compensation levels needed for executive, administrative, professional, and highly compensated employees to be exempt. Among other things, the final rule:
- Raised the salary threshold from $455 a week to $913 per week (or $47,476 annually) for a full-year worker; and
- Increased the HCE total annual compensation level to $134,004 annually.
Earlier this fall, a coalition of states and business groups sued the DOL to prevent enforcement of the final rule. On November 22, 2016, the U.S. District Court for the Eastern District of Texas granted a nationwide preliminary injunction against the implementation and enforcement of the final rule. The injunction prevents enforcement of the final rule on a nationwide basis. Further guidance and legal developments, however, may be forthcoming, and will be reported on promptly.
Employers with questions regarding the case’s impact on workplace overtime requirements should contact a knowledgeable employment law attorney.
Our Fair Labor Standards Act section features additional information on exemptions from the law’s minimum wage and overtime requirements.