Wage and Hour regulations concerning white collar exemptions now require the payment of at least $844 per week effective today July 1, 2024, and in six months on January 1, 2025, the required salary amount will be at least $1,128 per week for an annual salary of $58,656. The amount for the requirements for Highly Compensated Employees is now $132,964 per year and effective January 1, 2025, will be $151,164 per year. The hourly rate for exempt Computer Exempt employees remains $27.63 an hour.
On June 28, 2024, a federal district court found that the regulation exceeded DOL statutory authority and issued an injunction restraining the implementation of the rule as to the State of Texas. As of time of this article, DOL has not issued a statement concerning the implementation of this rule as to other employers. However, we anticipate that DOL will enforce this rule as to all other employers until such time as there is a final ruling on this case. As soon as we get word on DOL’s position on this issue, we will let you know. Of course, other groups will be filing suit shortly.
In the meantime, employers will need to make decisions on whether to raise the salary of the exempt employees up by 25% now and 65% (from the $684) on January 1, 2025. There are other options, and we will deal with those options in a webinar to be held at 12 noon on July 12, 2024. You can sign up for this webinar here.
Questions? Need more information? Call Larry Stine at 404-365-0900
Strategy for Meeting the New White-Collar Overtime Exemption Requirements
Join us on July 12th, 2024 at noon for this presentation by J. Larry Stine.
Navigating the New Legal Minefield of Automated HR
Is an Employer Required to Classify Employees as Exempt?
Can Hostile Environment Plaintiffs Bolster Their Case by Evidence of Hostile Environment Against Other Minorities?
What to Make of EEOC Rescission of Its Harassment Guidance
Asking Team Members What Slows You Down or Makes It Harder to Do Your Job
