Federal Court Strikes Down White Collar Employee Overtime Expansion
On November 15th, a Texas Federal Court struck down a U.S. Department of Labor rule that scaled back the Overtime Exemption for "White Collar" Employees.
As IADA reported in our April 24th bulletin, the U.S Department of Labor adopted regulations to reduce the number of employees who qualify for the "white collar" overtime exemption. The rule included a 2-step implementation, first on July 1, 2024, and again on January 1, 2025.
Until July 1, 2024, certain executive, administrative, professional, and computer "white collar" employees (EAP employees), including managers and assistant managers, office managers, human resources professionals, controllers, accountants, attorneys, and computer specialists, who earn more than $684 per week ($35,568 per year) were not entitled to overtime compensation for work in excess of 40 hours per week. On July 1, 2024, the salary threshold increased to $844 per week ($43,888 per year). The salary threshold was set to increase again on January 1, 2025, to $1,128 per week ($58,656 per year).
As a result of Texas decision the January 1, change will not occur and, in fact, the salary level will revert to the pre-July 1, 2024 level of $684 per week ($35,568 per year).
The now invalidated rule made similar changes to the overtime exemption for “highly-compensated employees” by raising the salary threshold from $107,432 to $139,964 on July 1st with another increase, to $151,164, set for January 1, 2025. The salary level for highly-compensated employees has been restored to the pre-July 1st level of $107,432.
Additional information is available on NADA’s website at: Search | NADA.