The Department of Labor (DOL) has issued proposed rules under the Fair Labor Standards Act (FLSA) that the DOL estimates would extend overtime pay entitlements to approximately 3.65 million more workers if the rules are finalized in their current form. The FLSA requires that covered employees receive overtime pay for all hours worked over 40 in a workweek at a rate that’s at least 150% of their regular rate of pay, unless they are employed in an executive, administrative or professional (EAP) capacity. One of the DOL’s criteria for determining if employees meet this EAP exemption to the overtime pay mandate is whether their salaries exceed a certain threshold. The proposed rules would increase the salary threshold substantially and make other notable changes.
Following are key elements of the proposed rules:
Although employers may want to consider the potential impact of these proposed rules now, they should proceed with caution in terms of actual implementation because any final rules may later be challenged in court. The DOL set the current FLSA salary threshold in 2019, after some of its more ambitious 2016 proposed changes (somewhat similar to the current proposals) were ruled invalid.
The DOL published the proposed rules in the Federal Register on September 8, 2023, and is accepting public comment through November 7, 2023. Notwithstanding any significant challenges, employers may see the final rule in effect by the start of 2024.