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Key Takeaways New salary threshold for overtime eligibility.

Timekeeping strategies, tracking overtime hours and updating software as well as personnel changes such as new job descriptions or adjusted processes for employees unused to tracking time worked should be considered.

Department of Labor issued a new final overtime rule on April 23, many organizations and their HR teams quickly gathered to discuss changes under the rule and what steps they should take to comply.

Key Takeaways Overtime rule delayed.

In a test of the FLSA overtime rule, the Supreme Court ruled that highly compensated employees can be eligible for overtime pay if they are paid on a daily basis instead of salaried.

Access a related Workspan Daily article on this subject: ;The Federal ‘No Tax on Tips and OT’ Push: Status, Data, Pros and Cons; Access a bonus Workspan Daily Plus+ article on this subject: ;‘No Tax on Tips’: The Current State at the State Level; How States Are Addressing ‘No Tax on Overtime’ While federal “no tax on overtime” legislation slowly moves forward, action has been occurring at the state government level.

;Overtime Final Rule: Insiders Share Ramifications, Recommendations;DOL Overtime Rule Update: Fresh Guidance to Prepare, Act and Strategize;FLSA Implementation Toolkit;

He also explained the challenge to the Obama overtime rule failed because the DOL’s effort was not consistent with the statute, as it effectively eliminated the complex “ duties test ” as a consideration for overtime eligibility.

Presidential election last November, one of the actions businesses anticipated was the death and burial of the greatly expanded overtime pay protections that the Department of Labor (DOL) championed under then-President Joe Biden.

Department of Labor notice about overtime regulations.