On May 2016, the DOL enacted a rule raising the salary threshold of minimum wage to $47,476 per year. The rule was overturned by a federal court in TX and is being appealed by DOL.
What this means (in simple terms) for the employer: you have a breather but possibly haven’t dodged the ball. At some point the minimum threshold will increase, the question is when. Now, let’s take a look at the real problem.
The Problem: Many employers are still not properly implementing the parts of the Overtime Rule that haven’t changed, much less aren’t prepared for the new rule. This is problematic due to the increase in DOL auditors and the hefty fines for improperly implementing the rule.
Isn’t it time to make sure your ducks are really in a row?