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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.

(The next two questions and answers can be used to determine coverage and exempt status.); ;An individual who is ineligible for overtime under the FLSA does not receive qualified overtime compensation regardless of other laws or circumstances (such as a collective bargaining agreement) providing for overtime pay.; ;Individuals eligible for overtime under the FLSA generally must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than one and one-half times their regular rate of pay.

Key Takeaways New salary threshold for overtime eligibility.

Key Takeaways Overtime rule delayed.

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

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.

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.

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.