Final Overtime Rule PublishedMay 18, 2016
On May 18, Vice President Joe Biden, Labor Secretary Tom Perez and Sen. Sherrod Brown (D-Ohio) will announce the long-anticipated final overtime rule at an event in Columbus, Ohio. The Department of Labor’s (DOL’s) overtime salary threshold will be increased to $47,476—all salaried employees below that amount will qualify for time-and-a-half pay if they work more than 40 hours in any given week. This is lower than the $50,440 threshold in the proposed rule released in July 2015, however, this new amount is almost double the current threshold of $23,660.
Currently, only hourly paid workers and those earning $23,660 a year or less in salary are guaranteed overtime pay – one and a half times their regular pay – for any hours beyond a standard 40-hour workweek. President Barack Obama called for the revamped regulations in March 2014, driven by a view that compensation paid to exempt employees had not kept up with inflation since the DOL last revised the regulations in 2004. In particular, the president noted that the $455 a week ($23,660 a year) salary threshold was below the poverty line for a family of four.
Under the DOL’s increased eligibility, millions of U.S. workers will now qualify for overtime that had previously been exempt from overtime pay. The DOL estimates that in the first year as many as 4.6 million workers would need to either be reclassified as non-exempt and paid overtime, or receive an increase in their salary to meet the new minimum threshold requirement. According to the White House, this will increase the incomes of 5 million workers while strengthening overtime protection for another 10 million.
The speed of this final rule had something to do with the Congressional Review Act, a 1996 law that gives Congress 60 legislative days to review on an expedited basis any major new regulation before it takes effect. If Congress does not like the regulation, it can nullify it with a resolution of disapproval. Ordinarily that doesn’t pose much threat to a sitting president, since he or she can always veto the resolution. But if the 60 legislative days extend past the inauguration of the next president, and if the new president is of a different party, he or she might well let the resolution of disapproval stand.
When first proposed, NSBA submitted comments and among the key issues raised by NSBA’s comments were: the cost of compliance for small businesses will be much greater than the DOL estimate; changes to the duties test are likely to miss the fact that there is no bright line between “exempt” and “non-exempt” in the typical small business workplace; the creation of new hourly reporting and tracking requirements are likely to be a disproportionate burden on smaller firms; the rule could force struggling small firms to reduce employee hours; and employee morale will take a significant hit where employees must be “downgraded” from exempt managers to non-exempt workers. Please click here to download NSBA’s comment letter.