• Home
  • About Us
  • Services
    • Human Resource Services – Employers
    • Human Resource Services – Employees /…
  • HR Consulting
  • News & Articles
  • Testimonials
  • Contact Us
  • Jobs
What They Say…

Danielle Staffieri, MBA, International Trade Compliance Professional

Jodi is an incredibly organized and competent HR professional. Her years of expertise and structure around recruitment, interviewing and truly reading a resume has been very helpful to me. As a subject matter expert her insight into the HR piece of my job has been such a learning for me. Jodi's attention to detail in supply chain, manufacturing and sigma six enhances her support to the business on a day to day support basis as well as her recruitment of a healthy talent pool. I have learned far more from Jodi then she has from me.

« In Focus: Trump’s First 100 Days: Slow Action on Some Items, Swift on Others
Viewpoint: There Are New Limits on Disciplining Employees »

FLSA Overtime Rule Resources Everything HR professionals need to know about the FLSA overtime exemption rule

Published February 20, 2017 | By Jodi Krawitz

The Department of Labor filed a motion for an expedited briefing of its appeal of a federal judge’s decision to put the brakes on the federal overtime rule, but that shouldn’t affect what companies do at this point.

A federal judge in Texas put the brakes on the Department of Labor’s new federal overtime rule on Nov. 22, which would have doubled the Fair Labor Standard Act’s (FLSA’s) salary threshold for exemption from overtime pay.
The judge’s preliminary injunction effectively halts the implementation of the new rule, which was scheduled to take effect on Dec. 1, 2016.Meanwhile, Congressional Republicans plan for the House of Representatives to adjourn early for the year so they can buy time—until President-elect Donald Trump takes office—to try to override the new overtime regulations.

  • Federal Judge Halts Overtime Rule
  • Overtime Rule Blocked: Now What?
  • How to Proceed After Overtime Rule Freeze
  • When Will There Be a Final Decision?
  • Overtime Rule May Still Partially Apply

The U.S. Department of Labor (DOL) published monumental changes to the overtime rule that will make approximately 4.2 million currently exempt employees eligible for overtime pay later this year.

The Fair Labor Standards Act (FLSA) overtime rule determines whether employees are eligible or exempt for overtime pay. Exempt employees, because of their rate of pay and type of work that they do, are not eligible for overtime pay for hours worked over 40 in a workweek. Nonexempt employees must be paid time and a half for any hours worked more than 40 in a workweek.

Before the Nov. 22 preliminary injunction, all employers had to comply with the changes made to the overtime regulations of the Fair Labor Standards Act by Dec. 1, 2016. That deadline has been put on hold while a federal judge reviews the case.


What Is The New FLSA Overtime Rule?

  • The rule extends overtime protections to 4.2 million workers who are not currently eligible under federal law.
  • Workers who do not earn at least $47,476 a year ($913 a week) will have to be paid overtime, even if they’re classified as a manager or professional.
  • The Department of Labor will increase the salary threshold every three years. Based on current projections, the salary threshold is expected to rise to more than $51,000 with its first update on January 1, 2020.
  • Employers must comply with the new regulations by December 1, 2016 (NOTE: This has been delayed as a federal judge reviews the rule).
  • Full Coverage: Overtime Rule Issued; Increase Every Three Years Included
  • Read the full text of the FLSA overtime rule.

 


FLSA Overtime Rule News:

  • Overtime Rule May Still Partially Apply
    The court order blocking implementation of the new federal overtime rule’s higher salary level for the white-collar exemptions arguably does not apply to the rule's increased salary level for the highly compensated employee exemption.
  • Blocking of Overtime Rule Was a Mistake, DOL and DOJ Say
  • Congress May Use Review Act to Nullify Overtime Rule
  • DOL Seeks to Expedite Appeal of Overtime Rule Injunction
  • Trump Faces Choice on Overtime Appeal
  • Congress Offers More-Moderate Approaches to Raising FLSA Salary Threshold
  • Federal Judge Halts Overtime Rule
  • The Overtime Rule Has Been Blocked. Now What?
  • HR, Legal Experts Express Mixed Reactions After Judge Blocks Overtime Rule
  • What the Donald Trump Presidency Could Mean for the FLSA Overtime Rule
  • Texas Judge Consolidates Challenges to Overtime Rule
  • Business Groups Want Quick Decision on Overtime Rule
  • 21 States File Emergency Motion to Bar FLSA Overtime Rule
  • House Passes Bill to Delay Date that Overtime Rule Takes Effect
  • Multiple States and Business Groups Challenge Overtime Rule
  • Overtime Rule May Be Subject to Legal Challenges

What It Means For Your Organization:

The overtime rule changes might be embraced by newly nonexempt workers, while also having a significant effect upon small businesses, higher education and nonprofit organizations.

Recent Posts
  • 6 common manager mistakes that can get your company sued
  • HR Project Work
  • HR Risk Assesment
  • Texts and E-Mails vs. Oral Communication at Work: Which Is Best?
  • DOJ asks for delay of FLSA overtime rule deadline until June 30

  • facebook
  • twitter
  • linkedin
  • SHRM

Copyright © Gemini Consulting, LLC 2021. All Rights Reserved.

Powered by WebAuthorings.