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Friday June 28th a U.S. District Court for the Eastern District of Texas blocked the enforcement of the DOL's new Overtime Rule This ruling applies to only the State of Texas as an employer There are other cases that have been filed, notably the by Flint Ave LLC that seeks an injunction nationwide. What does this mean - The state of Texas as an employer does not currently have to comply with the new rules All other employers still are required to comply Specifically related to the State of Texas Case; early in that same day a court ruling in Loper Bright Enterprises v. Raimondo effectively overruled the Chevron deference framework which basically sent back to federal agencies any questions of ambiguity in federal regulations for clarification. It is also argued that the DOL acted out of its jurisdiction issuing the ruling because the DOL's ruling made salary the more prominent feature in determining exemption status versus duties and EAP exemptions require the duties test to be meant Employers and business groups argue that the new ruling places more emphasis on the salary level to determine exempt status of an employee, the initial phase of the ruling could effectively make 1 million employees non exempt, bearing in mind that is if those employees employers do not raise their salary level. If you have any questions or comments, please share them! #humanresources #corporatetiktok #pay #careeradvice #worktok #dol #hrconsulting https://wix.to/DfB2Gp0 https://lnkd.in/e3e9adBp
