Ain’t No Cure for the Overtime Blues
In October 2017, the U.S Department of Labor announced it would propose a new overtime rule by the end of October 2018.
However, after the proposal, there would be a public comment period of at least sixty (60) days, which means, this year, the overtime rules would not be changed.
What Happened Back Then
To re-cap, in May 2016, the U.S. Department of Labor published its changes to overtime rules, to take effect December 1, 2016.
That’s right. Less than six (6) months later.
The announcement sent businesses of all sizes scrambling to understand the new rule, as well as assess ways to be in compliance. Some employers make changes anticipating the new rules.
Then, over fifty (50) companies from over twenty (20) states, including employers and human resource organizations, filed a motion against the rules.
In November 2016, a Federal judge in Texas agreed to an injunction, which put the new regulations on pause.
The U.S. Department of Labor quickly responded by filing an appeal.
And Now, the Sequel
The months leading up the new rules were chaotic, to say the least, for all involved – employees, employers & legislators.
For now, the regulations updated in 2004 are still in effect, until further notice.
This is the article I wrote, when the U.S Department of Labor released the new overtime rules to take effect December 1, 2016: New Overtime Rule and Its Effects on Small Businesses.
One thing is clear, the rules WILL be changed. How much & to what effect is, for the moment, anyone’s guess.