Monthly Archives: March 2019

If you run a business, there’s a decent chance your inbox has been/will be more crowded than usual this days with alerts about the new Department of Labor (DOL) Overtime/Minimum Wage Rule.  And you may also get a slight feeling of déjà vu, because the same thing happened back in the Fall of 2016.  That’s when a federal judge blocked the Obama Administration DOL from implementing a rule that would have significantly increased the minimum salary employers have to pay employees who are classified as exempt under the Fair Labor Standards Act (FLSA).  Rather than fighting over that version of the rule in court, the DOL went back to the drawing board, and it’s been working on a revised regulation for the last couple years.  On March 7, 2019 DOL unveiled its long-awaited proposal for the “Minimum Salary Rule 2.0.”  The full DOL proposal exceeds 200 pages, but your friendly neighborhood @HoosierHRLawyer prefers bullet points where possible (actually, one of my mentors taught me to hate bullet points, so here’s some ordered lists instead): What’s The New (Proposed) Rule Say? Well, a lot.  But here’s some highlights: If you’re an employer in any of the 50 U.S. States and have “white collar exempt” employees (administrative, executive, or professional), you’ll need to pay them at least $35,308 annually ($679 per week).  This is an increase from the current rule, which requires only $23,660 annually ($455 per week).  If you don’t pay your exempt workers the minimum salary (consistently each week), you can’t treat them as exempt, and…