When a federal judge in Texas placed an injunction on the new Department of Labor (DOL) overtime regulations, the action threw an untimely wrench into employers’ months-long efforts to comply with the new rules—leaving many in a difficult and confusing position.
The DOL regulations, among other things, would have raised the salary threshold for exempt employees from $23,660 to $47,476 with increasing adjustments every three years. Employers most affected are those that had already begun making changes and, more importantly, communicating those changes to employees.
