Client Alert
U.S. Department of Labor Issues Final Overtime Rules

On May 18, 2016, President Obama and Secretary Perez announced the publication of the U.S. Department of Labor's (U.S. DOL) final rule updating the overtime regulations, which will automatically extend overtime pay protections to over 4 million workers within the first year of implementation.


According to the U.S. DOL, in 2014, President Obama signed a Presidential Memorandum directing the Department to update the regulations defining which white collar workers are protected by the FLSA's minimum wage and overtime standards. The Presidential Memorandum instructed the Department to look for ways to modernize and simplify the regulations while ensuring that the FLSA's intended overtime protections are fully implemented.

The Department published a Notice of Proposed Rulemaking (NPRM) in the Federal Register on July 6, 2015 ( 80 FR 38515) and invited interested parties to submit written comments on the proposed rule at www.regulations.gov by September 4, 2015. The Department received over 270,000 comments in response to the NPRM from a variety of interested stakeholders. The feedback the Department received helped shape the Final Rule.

Key Provisions of the Final Rule

The Final Rule focuses primarily on updating the salary and compensation levels needed for Executive, Administrative and Professional workers to be exempt. Specifically, the Final Rule:
  1. Sets the standard salary level at the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region, currently the South ($913 per week; $47,476 annually for a full-year worker);
  2. Sets the total annual compensation requirement for highly compensated employees (HCE) subject to a minimal duties test to the annual equivalent of the 90th percentile of full-time salaried workers nationally ($134,004); and
  3. Establishes a mechanism for automatically updating the salary and compensation levels every three years to maintain the levels at the above percentiles and to ensure that they continue to provide useful and effective tests for exemption.
Additionally, the Final Rule amends the salary basis test to allow employers to use non-discretionary bonuses and incentive payments (including commissions) to satisfy up to 10 percent of the new standard salary level.

The effective date of the final rule is December 1, 2016.  The initial increases to the standard salary level (from $455 to $913 per week) and HCE total annual compensation requirement (from $100,000 to $134,004 per year) will be effective on that date. Future automatic updates to those thresholds will occur every three (3) years, beginning on January 1, 2020.
 
Although the Office of Management and Budget (OMB) has reviewed and approved the Final Rule, the document has not yet been published in the Federal Register. The Final Rule that appears in the Federal Register may contain minor formatting differences in accordance with Office of the Federal Register publication requirements. The OMB-approved version is being provided as a convenience to the public and this website will be updated with the Federal Register's published version when it becomes available.
 
For more information, go to www.dol.gov.
We at Goldman remain committed in assisting you and your business to adjust to these changes in the Law. For further information you may contact any of the attorneys in the Labor & Employment Law Department.
Attorneys - Labor & Employment Law Department
Luis F. Antonetti-Zequeira
Vicente J. Antonetti-Zequeira
Angel Berberena-Feliciano
Lorena Cortés-Rivera
José J. Fas-Quiñones
Amelia Fortuño-Ruiz
Cenia M. Mercado-Santana
Luis D. Ortiz-Abreu
Howard Pravda
Francisco M. Ramírez-Rivera
Jorge Rodríguez-Micheo
Javier G. Vázquez-Segarra
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lantonetti@gaclaw.com
vantonetti@gaclaw.com
aberberena@gaclaw.com
lcortes@gaclaw.com
jose.fas@gaclaw.com
afortuno@gaclaw.com
cmercado@gaclaw.com
lortiz@gaclaw.com
hpravda@gaclaw.com
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jrodriguez@gaclaw.com
jvazquez@gaclaw.com

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