The U.S. Department of Labor\u2019s (\u201cDOL\u201d) final regulation increasing the salary threshold for the \u201cwhite collar\u201d overtime exemption came to a halt on November 15, 2024, when the U.S. District Court for the Eastern District of Texas vacated and set aside the regulation as exceeding the DOL\u2019s statutory rulemaking authority.<\/p>\n
The regulation sought to increase the salary requirements established in 1975 for the executive, administrative, and professional (\u201cEAP\u201d) exemptions (commonly referred to as the \u201cwhite collar\u201d exemptions) to the overtime requirements under the Fair Labor Standards Act (\u201cFLSA\u201d). The FLSA generally requires overtime pay for employees who work over forty hours in a week. However, under the EAP exemptions, those overtime requirements do not apply to employees employed in a bona fide <\/em>administrative, executive, or professional capacity. To be classified under one of the EAP exemptions, the employee must i) meet or exceed a minimum salary requirement, and ii) meet certain duties tests mandated by the FLSA.<\/p>\n The challenged rule issued by the DOL raised the previous minimum salary requirement of $684 per week, or $35,568 per year, in three stages. The initial stage was rolled out on July 1, 2024, and raised the minimum salary for EAP overtime exemption to $844 per week, or $43,880 per year, placing an estimated one million previously exempt employees into nonexempt status. The second rollout, which was set to take place on January 1, 2025, sought to raise the minimum salary requirement to $1,128 per week\/$58,656 per year. Following these initial increases, the minimum salary requirement was set to be raised every three years based on contemporary earnings data.<\/p>\n