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.
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?
FLSA Overtime Rule News:
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.