Are You Ready? U.S. Department of Labor’s (DOL) Final Overtime Rule Deadline Approaches
Jameson Savage
July 3, 2024

Reading Time: 2 minutes

As the first deadline for the Department of Labor’s (DOL) final overtime rule is July 1st, you may find yourself in a state of uncertainty due to pending legal actions against the ruling. The uncertainty surrounding the rule’s status leaves employers questioning how to proceed. It’s crucial to understand the potential impacts of these legal challenges and to prepare accordingly to ensure compliance and strategic planning.

The Impact of Legal Challenges on Compliance Planning

While closely monitoring the ongoing legal challenges is essential, employers should not base their actions on the assumption that these challenges will succeed. The risk of waiting until a definitive legal resolution is reached is too high. If the legal challenges fail, employers who haven’t prepared will find themselves scrambling to comply with the new regulations.

The Importance of Conducting a Job Audit

It is time for employers to conduct a comprehensive job assessment to provide a clear picture of their employee landscape and highlight any misclassified roles. Correcting misclassifications now, under the guise of the new law, allows employers to align their practices with regulatory expectations and avoid future complications.

Steps for Compliance Preparation

  • Plan for Compliance: Develop and implement a strategy to comply with the new overtime rules, regardless of potential legal outcomes. This includes identifying employees currently classified as exempt who fall below the new salary threshold. Employers should decide whether to reclassify these employees as Non-Exempt or adjust their salaries to meet or exceed the threshold.

  • Review Job Duties: It is vital to review job duties in addition to salary levels. Simply increasing salaries without considering job responsibilities could lead to compliance issues and pay compression. Employers must ensure that employees meet all requirements of the exemption under the EAP (Executive, Administrative, Professional) tests.
  • Consider Workplace Culture Impacts: Some employers might opt for a salaried Non-Exempt classification for workplace culture reasons. This approach requires a thorough understanding of the regular rate and the fluctuating workweek. Effective communication is crucial to maintaining employee morale, as Non-Exempt status can be perceived as less meaningful.

At Blue Stone, we can assist you in evaluating positions that might be affected by the new ruling.

Our team of experts can help you navigate the complexities of the new FLSA rulings and develop a robust compliance strategy. By staying proactive and prepared, employers can navigate the uncertainty surrounding the DOL’s final overtime rule effectively.  Please reach out to us to learn how we can partner to ensure your organization remains compliant with the new overtime regulations. Let us help you turn this challenge into an opportunity for better compliance and organizational improvement. Don’t delay, as the deadline for compliance is July 1, 2024!

Email us at or call us at (949) 476-8828.