The final rule issued by the DOL is summarized below.
See CUPA-HR’s brief statement on the new rule.
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Changes to overtime pay requirements have been implemented through regulations under both the Obama and Trump administrations. In May 2016, the Obama administration’s DOL issued a final rule increasing the salary threshold from $23,660 to $47,476 per year and imposed automatic updates to the threshold every three years. However, court challenges prevented the rule from taking effect, and it was permanently enjoined in September 2017. After the Trump administration started the rulemaking process anew, the DOL issued a new final rule in September 2019 raising the minimum salary level required for exemption from $23,660 annually to $35,568 annually. This final rule went into effect January 1, 2020, and remains in effect today.
For HR practitioners navigating the new proposal, resources associated with the 2019 final rule can offer valuable insights. Understanding past changes can equip professionals with a broader perspective and aid in anticipating challenges and opportunities presented by the latest DOL proposal.
Department of Labor Insights
CUPA-HR Insights
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