Last week, a federal judge blocked the implementation of a Department of Labor rule designed to expand overtime eligibility. The Department of Labor had previously introduced a two-phase increase to the salary threshold for overtime. The first adjustment took effect on July 1, 2024 and the second was set for January 1, 2025. Proactive employers had already adjusted employee compensation to meet the new requirements, and millions of employees have been working under updated pay structures since July. Now, with the salary threshold back at $35,568, employers face critical decisions about whether and how to proceed with their compensation plans. Read this article from FisherPhillips to learn more about how we got here and tips for employers navigating this latest twist.
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Pro Bono Partnership of Atlanta