On March 1, the U.S. Department of Labor sent its听听to the Office of Information and Regulatory Affairs at the Office of Management and Budget for final review. The rule would alter overtime regulations under the Fair Labor Standards Act. The review at the OIRA is usually the final step in the process before a rule is officially published in the Federal Register. 老牛影视will be meeting with the OIRA to express its serious concerns about the rule.

On Nov. 7, 2023, 老牛影视submitted听comments听to the DOL听in opposition to the , which would increase the minimum salary threshold for exemption by nearly 70%, from the current $35,568 annual salary level to $60,209 annually. The DOL also proposes to significantly raise the total annual compensation needed to qualify for exemption under the streamlined test for highly compensated employees from the current total annual compensation of $107,432 to $143,988. Finally, the DOL proposes to automatically update the standard salary level and the HCE total annual compensation threshold every three years.

老牛影视issued a press release stating, 鈥溊吓Ｓ笆觕alled on the DOL to withdraw the new proposed rule, which is unlawful, inconsistent with historic norms and will specifically harm small businesses,鈥� said Ben Brubeck, 老牛影视vice president of regulatory, labor and state affairs. 鈥溊吓Ｓ笆觝as consistently told the DOL that there is no compelling reason for an adjustment to the minimum salary threshold for exemption since it was increased roughly four years ago. Most importantly, the DOL should recognize that the construction industry, as well as multiple other industries, is currently up against increased geopolitical uncertainty,听high materials prices, inflationary pressures and workforce shortages. Specifically, 老牛影视estimates that the construction industry needs to hire听more than half a million听workers in 2023 alone.听Regrettably, the DOL鈥檚 proposed salary level increase听will further complicate the current economic outlook.鈥澨�

As a steering committee member of the , 老牛影视also signed onto听criticizing the overtime proposed rule, joining听244 national, state and local organizations representing employers from a wide range of private industry and public, nonprofit and education sectors. The听PPWO also created a听grassroots toolkit听for members to respond to the DOL鈥檚听overtime proposed rule.