The FLSA provides three basic white-collar exemptions to federal overtime requirements: the Executive, Administrative and Professional exemptions (collectively referred to as the “EAP” exemptions). To satisfy each exemption, the employee must receive a basic salary threshold, be paid on a salary ba...
Employees must also satisfy the duties test to qualify as exempt under the FLSA. Looking Ahead Employers should remain vigilant as litigation and regulatory challenges to overtime rules persist. For now, the 2024 Rule is vacated nationwide, restoring the preexisting salary thresholds. Organizations ...
The decision vacated the2024 DOL overtime rulein its entirety, including the EAP and HCE threshold increases that went into effect on July 1, 2024, and the part of the rule that would have adjusted the salary thresholds every three years based o...
Another solution may be to reclassify employees as nonexempt, which could subject the employer to increased overtime costs. In addition to the new federal rule, employers will also want to ensure that the states in which they operate do not have additional salary thresholds ...
Release of Final DOL Exempt Employee Salary Rule Likely ImminentEdward E. Hollis
C. Baird BrownMulgrew, D. "DOL announces proposed revisions to FLSA regu- lations doubling the minimum salary requirement for exempt employees," National Law Review, Jul. 2, 2015, http://www.natlaw- review.com/article/dol-announces- propose...
Sylvia Bokyung St. Clair