On Sept. 27, the DOL issued a , officially named听,听which updates and revises the 鈥渨hite-collar鈥� overtime exemption regulations under the Fair Labor Standards Act.听 The final rule goes into effect on Jan. 1, 2020. To learn more about the final rule, 老牛影视members may register for the webinar, What Does the New DOL Final Overtime Rule Mean for Construction Industry Employers?, which will be presented on Oct. 29 at 2 p.m. ET.听

Overall, the final overtime rule addresses many of the concerns expressed by 老牛影视in its in response to the .

The final rule 听from $455 per week ($23,660 annualized) to $684 per week ($35,568 annualized). This level is lower than the threshold of $47,476 in the Obama-era 2016 overtime final rule. In Nov. 2016, a federal court blocked the Obama rule from taking effect nationwide.

In addition, the final rule the total annual compensation required for employees to qualify under the shorter highly compensated test.听The 2019 proposed rule raised the highly compensated salary threshold to $147,414 per year, which 老牛影视opposed. ABC鈥檚 comment letter argued that the DOL should retain the highly compensated salary threshold at the 2004 level of $100,000.

The final rule also , in recognition of evolving pay practices. According to a Littler Mendelson P.C. , 鈥淚f incentive payments fall short by even $1, however, employers will owe overtime pay to shorted employees for the entire prior year.听Under the final rule, employers will have only a single pay period for a final make-up payment to ensure exempt employees receive the full $35,568 for the year.鈥� ABC鈥檚 comment letter argued that the 10% cap should be lifted, or at a minimum raised to 25%.

To learn more about the overtime rule, see the following DOL鈥檚 resources , , and . Also visit the .