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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.

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.

Key Takeaways New salary threshold for overtime eligibility.

Key Takeaways Overtime rule delayed.

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.

;Overtime Final Rule: Insiders Share Ramifications, Recommendations;DOL Overtime Rule Update: Fresh Guidance to Prepare, Act and Strategize;New Federal OT Rules: Your Next Step (Webinar);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.

“This rule establishes clear, predictable guidance for employers on how to pay employees for overtime hours and provides more economic security to the millions of people working long hours without overtime pay,” Wage and Hour Administrator Jessica Looman commented in the news release.

;Appellate Court Upholds DOL Authority Behind Recent Overtime Final Rule;Chevron Doctrine Overturned: What It Means for Employers;Texas Court Blocks OT Final Rule; Impact Is Limited (and Wide-Ranging);The Latest on the Overtime Final Rule — In the Courts and News Reports;Act Now (or Wait): Lawyer Chimes In as Initial OT Rule Date Approaches;Overtime Final Rule: Insiders Share Ramifications, Recommendations;Federal OT Rule Finalized; Are You and Your Org Ready for the Changes?

Department of Labor notice about overtime regulations.