The U.S. Department of Labor’s (DOL’s) long-awaited proposals overhauling the “white collar” exemptions (which include the executive, administrative and learned professional exemptions) to the overtime requirements of the Fair Labor Standard Act (FLSA) have finally arrived.
Other existing exemptions under the FLSA are not affected by this round of proposed DOL regulations. According to DOL estimates, the new rules will result in approximately 5 million employees who were previously exempted from overtime requirements being reclassified as nonexempt employees eligible for overtime. Employers must prepare for these dramatic changes that will have significant adverse economic consequences for many. This article addresses the key changes facing employers when the DOL regulations become final which is expected to occur later this year.
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