Is it really any wonder that employers sometimes can't get the answer right? How can we when the answer to the same question either changes from the same agency, depending upon which political party is in power or varies depending upon the source being asked.
“I’ll take the overtime rule for $1,000, Alex.”
Wouldn’t it be great if Fair Labor Standards Act (FLSA) issues were only topics on a game show? If you were wrong, the value of the question would merely get deducted from your winnings.
The U.S. Department of Labor (DOL) is fighting a court ruling that put new FLSA (Fair Labor Standards Act) overtime regulations on hold. Last month, a district court in Texas issued a nationwide preliminary injunction blocking the DOL’s final rule that sought to raise the required salary level to qualify for white collar exemptions.
On December 7, @shrmnextchat chatted with Mike Haberman (@MikeHaberman) and Eric Meyer (@Eric_B_Meyer) about The DOL Overtime Rule Injunction - What's Next?
In case you missed this informative chat, you can read all the tweets here:
On December 1, the final Fair Labor Standards Act (FLSA) overtime rule was set to go into effect, but 10 days ago, a Texas district judge issued a preliminary injunction halting the rule. Although it is possible that the government’s appeal of the injunction could succeed, it’s more likely that any changes to the overtime rules will wait for the incoming administration.
Since the U.S. Department of Labor finalized changes to the Fair Labor Standards Act (FLSA) overtime rules in May, I’ve been travelling across the country providing educational seminars to business owners, and HR and finance leaders on the looming changes.
The slow death of the 9-5 workday, together with the arrival of the new FLSA overtime rules, which do into effect on December 1, could create one of the bigger wage-and-hour pitfalls for employers in 2017 and beyond.
