{"id":5589,"date":"2024-05-17T10:03:43","date_gmt":"2024-05-17T14:03:43","guid":{"rendered":"https:\/\/www.lindabury.com\/firm\/?p=5589"},"modified":"2025-02-05T09:23:58","modified_gmt":"2025-02-05T14:23:58","slug":"employers-should-audit-exempt-classifications-in-response-to-usdols-increased-salary-requirements-to-qualify-for-overtime-exemption","status":"publish","type":"post","link":"https:\/\/www.lindabury.com\/firm\/insights\/employers-should-audit-exempt-classifications-in-response-to-usdols-increased-salary-requirements-to-qualify-for-overtime-exemption.html","title":{"rendered":"Employers Should Audit Exempt Classifications in Response to USDOL’s Increased Salary Requirements to Qualify For Overtime Exemption"},"content":{"rendered":"

On April 24, 2024, the U.S. Department of Labor (DOL) announced a long anticipated final rule increasing the minimum salary requirements that “white collar” and highly compensated employees must meet to qualify for exemption from the overtime requirements of the Fair Labor Standards Act (FLSA).\u00a0 It is estimated that the rule could impact up to 4 million employees who may now be eligible for overtime pay unless employers increase their salaries to meet the new requirements.<\/p>\n

Two-Phased Increase for White Collar Exceptions<\/strong><\/p>\n

The DOL’s rule announced a phased-in increase in the salary basis test applicable to the white collar exemptions for executive, administrative and learned professional employees.<\/p>\n

Continue Reading \u203a<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"

On April 24, 2024, the U.S. Department of Labor (DOL) announced a long anticipated final rule increasing the minimum salary requirements that “white collar” and highly compensated employees must meet to qualify for exemption from the overtime requirements of the Fair Labor Standards Act (FLSA).\u00a0 It is estimated that the rule could impact up to […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,247],"tags":[],"coauthors":[139],"class_list":["post-5589","post","type-post","status-publish","format-standard","hentry","category-insights","category-labor-employment-insights"],"acf":[],"yoast_head":"\nEmployers Should Audit Exempt Classifications in Response to USDOL's Increased Salary Requirements to Qualify For Overtime Exemption — May 17, 2024 — Lindabury, McCormick, Estabrook & Cooper, P.C. Firm News & Events<\/title>\n<meta name=\"description\" content=\"On April 24, 2024, the U.S. Department of Labor (DOL) announced a long anticipated final rule increasing the minimum salary requirements that "white\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.lindabury.com\/firm\/insights\/employers-should-audit-exempt-classifications-in-response-to-usdols-increased-salary-requirements-to-qualify-for-overtime-exemption.html\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employers Should Audit Exempt Classifications in Response to USDOL's Increased Salary Requirements to Qualify For Overtime Exemption — May 17, 2024 — Lindabury, McCormick, Estabrook & Cooper, P.C. 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