The final ruling on the salary threshold for the white-collar exemptions to the Fair Labor Standards Act (FLSA) was submitted by the Department of Labor (DoL) on August 12, 2019. The Office of Information and Regulatory Affairs (OIRA) is required to review all drafts, final standards, as well as regulatory actions before the implementation of the ruling. This review will be the last step before the overtime ruling is release to the public. While OIRA has 90 days to conduct their review, they could come to a conclusion as quickly as 30 to 60 days. If this timeline plays out, it is likely that the public will hear of the final rule in the month of October or November.
While the ruling is up for review, the public is not allowed any specific information on any changes made to the proposed rule. However, interested stakeholders are allowed to file comments or request meetings with the administrator while the ruling is in review with the OIRA. For meeting requests, please use this link.
As the ruling is undergoing review, we will continue to keep you updated on any further developments.
With any DoL rulings, TimeClock Plus is here to provide you with the tools and technology needed to pay your people accurately while maintaining FLSA compliance. Our flexible licensing model allows you to react and adjust to any changing legislation quickly. For more than 30 years, we have served one purpose - to protect our customers, our team, and all of those impacted by our business. If you believe the 2019 DoL proposal may impact your organization, contact one of our Solutions Consultants and see how we can help you.
TimeClock Plus Webinars are a great way to learn more about how we make managing time and minimizing compliance risk easy.
My experience with your service department has always been positive and I'm treated with respect. I'm not sure how you choose your techs but you are doing something right because I never dread calling for help, not when I know the person on the other line will be so friendly and helpful.
PCA Products Inc.