On Wednesday, May 18, 2016, the United States Department of Labor (“DOL”) through the DOL’s Wage and hour Division (“WHD”) published its Final Rule updating the U.S. overtime regulations under the federal Fair Labor Standards Act (the “FLSA”). As the Nardone Limited Employment Blog has previously detailed, FLSA is the statutory framework that mandates employee overtimes and sets the parameters for when overtime must be paid. The Final Rule presents a major revision to the FLSA framework with which employers and business will be required to comply. Specifically, these regulations extensively revise the wage and hour law exemptions for executive, administrative, professional, and outside sales employees. As part of the extensive revisions the Final Rule makes to overtime regulations, more than 4 million workers, who were exempt and not previously eligible for overtime, will become eligible on the Final Rule’s effective date of Dec. 1, 2016.

As a result, it is imperative that employers begin taking immediate steps to become informed on the new Final Rule, and begin planning to ensure they are compliant before the effective date of the rule. Failure to ensure compliance with the DOL rule change could expose employers to unnecessary liability under FLSA, including potential class action exposure for any wage-and-hour violations arising from non-compliance. Contact the employment attorneys at Nardone Limited with any questions about obtaining compliance with new regulations and preventing any exposure to liability under revised FLSA. The employment attorneys at Nardone Limited are experienced in advising clients on FLSA compliance and litigation. Please contact the Employment Attorneys at Nardone Limited to ensure that your business is ready for the changes ahead and prepared for compliance with the new DOL regulations.