UPDATE: On November 22 a federal judge in Texas issued a nationwide injunction that temporarily blocks the December 1 implementation of The Final Rule, which would have strengthened overtime protections for workers.
In an e-mail Moses Kumar, general secretary and treasurer of UMC General Council on Finance and Administration (GCFA) wrote: "It is important (to) understand the scope of the injunction. Again, it is a nationwide injunction. Additionally, the injunction only applies to: (a) the increase – from $455 per week ($23,600 annually) to $921 per week ($47,892) – to the 'minimum salary test' amounts and (b) the provisions permitting adjustments to that amount every three years. It does not change the duties of employers to properly classify employees based on the salary basis, salary level ($455 per week, $23,600 annually), and duties tests that have been in effect for a number of years. And finally, as expected, the DOL has indicated its displeasure with the ruling and its intent to consider appealing it."
On May 18, 2016, the Department of Labor (DOL) announced its changes to the Fair Labor Standards Act (FLSA) “white collar” overtime exemption rules. The Final Rule, which strengthens overtime protections for workers, takes effect on December 1, 2016.
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