With pending judicial review on the rule, the Dept. of Labor must limit the effects of its final overtime rule.
JUNE 12 | Last week, NSBA joined the Partnership to Protect Workplace Opportunity (PPWO) alongside more than 90 other organizations calling on the U.S. Department of Labor (DOL) to stay its final overtime rule.
The DOL’s rule implements significant changes to the thresholds of pay rates related to an employee’s classification status, including when a worker is eligible to receive overtime pay. Several legal cases have been filed against the rule, which is currently pending judicial review.
RELATED | DOL Releases Final Overtime Text
Ahead of its effective date of July 1, the coalition is requesting the stay retroactive to April 26, 2024, when the final rule was first published in the Federal Register.
NSBA continues to argue that employees and employers are best served with a system that promotes maximum flexibility in structuring employee hours, career advancement opportunities for employees, and clarity for employers when classifying employees.
RELATED | NSBA Opposes Latest DOL Overtime Rule
Postponing the effective date of the overtime rule while litigation is pending ensures that impacted businesses and the agency itself do not waste valuable resources by attempting to come into compliance or implement a rule that could be invalidated by a court.
Read the full letter here, catch up on NSBA’s latest Letters, Comments, and Testimonies, and follow us as we continue tracking updates related to the latest overtime rule.
