Felhaber Larson的动态

Last Friday, a federal court in Texas struck down the DOL’s 2024 overtime rule that sought to raise the salary thresholds that must be met for executive, administrative, and professional employees and highly compensated employees to be exempt from overtime pay under the FLSA. Read more about what this means for employers at the below link.

A federal court has struck down the DOL’s 2024 overtime rule! Salary thresholds for exempt employees are rolling back, but what does this mean for your business? Find out how this ruling impacts employers and what steps you should take next. Read more on our website. https://bit.ly/4fTfSPx #OvertimeRules #LaborLaw #EmployerTips

"The minimum salary threshold for any worker to be exempt from receiving overtime pay will be increased to $43,888 on July 1, 2024, and then to $58,656 on January 1, 2025. This represents more than a 60% increase from the current threshold of $35,568. By initially updating the threshold on July 1 and holding dramatic increases until January 1, DOL has at least delayed some of the burden this change will have on employers." Read Department of Labor Issues Final Ruling on Overtime Regulations below. #humanresources #business

Keeping employment lawyers on our toes, DOL also announced a new overtime rule, extending overtime eligibility to more workers. Bottom line: if you are not paying overtime to all of your employees and tracking their time, you better have direct dial access to an employment lawyer. Mine is @jksimms :-) Thompson Burton PLLC #FLSA #EmploymentLaw #WageandHour

Got questions about the new DOL overtime rule? Kyle R. Still and I have answers. Click the link below and reach out to either of us if you think you need more formal counsel on these issues.

?? Overtime Rule Updates: What Employers Need to Know ?? A recent federal court decision has halted the Department of Labor's 2024 rule changes to overtime exemptions. While the current salary thresholds for EAP and HCE exemptions remain at 2019 levels, the future is uncertain as litigation continues. Now, more than ever, it’s essential to ensure your workforce classifications and wage practices are compliant with federal regulations. ?? Read our latest blog to stay ahead of the changes and learn how to navigate this evolving landscape.

?? Important Update: Department of Labor Overtime Exemption Final Rule ?? Effective July 1, 2024, the Department of Labor's new overtime (OT) salary threshold rule goes into effect nationwide. However, there's a specific exception for the state of Texas as an employer. A federal district court judge has issued a narrow injunction blocking enforcement of this rule against the state of Texas. Employers, stay vigilant and prepare for compliance. Paylocity is here to keep you updated on all developments. ?? https://bit.ly/4crqcMW #DOL #OvertimeRule #EmploymentLaw #Paylocity #HRUpdates

Learn how the federal court's rejection of the Biden administration's overtime rule impacts salary thresholds and FLSA compliance for employers.

Learn how the federal court's rejection of the Biden administration's overtime rule impacts salary thresholds and FLSA compliance for employers.

Via Thomson Reuters: Federal Judge Strikes Down DOL's Overtime Rule A federal judge in Texas?invalidated?the Department of Labor's (DOL) 2024?overtime rule, finding that it exceeds the agency's statutory authority under the Fair Labor Standards Act (FLSA). U.S. District Judge Sean D. Jordan ruled that the new rule improperly elevates salary over job duties in determining overtime eligibility, contradicting the FLSA's intent. The now-vacated rule aimed to expand overtime eligibility and included three key provisions: An initial increase of the minimum salary threshold from $684 per week ($35,568 annually) to $844 per week ($43,888 annually), effective July 1, 2024. A further increase to $1,128 per week ($58,656 annually), scheduled for January 1, 2025. Implementation of an automatic update mechanism to adjust the salary threshold every three years, starting July 1, 2027. Judge Jordan concluded that the 2024 rule "made overtime status depend predominately on a minimum salary level, thereby supplanting an analysis of an employee's job duties." This approach, according to the court, contradicted the plain text and congressional intent of the FLSA. The ruling means that the current overtime regulations from 2019 will remain in effect, maintaining the $35,568 annual salary threshold. The DOL may appeal the ruling and it may be reversed. However, there may be an impact on future overtime regulations since President-elect Donald Trump will take office on January 20, 2025.?