We all remember the planned 2016 changes to federal overtime laws. Employers put a lot of time into ensuring they were prepared and their employees were properly classified before the changes were halted by a judge in late 2016.
This fall, the Trump Administration announced its intention to issue its proposed changes to the federal overtime laws in March 2019. The changes likely would not go into effect until 2020. The expectation is that the minimum salary threshold for exempt status will be increased to the low to mid $30,000s level. This is lower than the level included in the Obama Administration’s 2016 rules.
Other changes are certainly expected, but are unknown at this point.