By Kyle L. Epting, Esq., Arlington Law Group
Earlier this year, the U.S. Department of Labor published new regulations for white-collar exemptions to the federal overtime wage law, known as the Fair Labor Standards Act (FLSA). These new regulations would require many employers to either raise salary levels or start paying overtime for certain employees. The regulations were scheduled to go into effect on December 1, 2016. However, a federal court in Texas has issued a preliminary injunction (i.e. a temporary court order) forbidding the implementation of the new regulations until the court can fully hear the case. What does this mean for businesses?
Earlier this year, the U.S. Department of Labor published new regulations for white-collar exemptions to the federal overtime wage law, known as the Fair Labor Standards Act (FLSA). These new regulations would require many employers to either raise salary levels or start paying overtime for certain employees. The regulations were scheduled to go into effect on December 1, 2016. However, a federal court in Texas has issued a preliminary injunction (i.e. a temporary court order) forbidding the implementation of the new regulations until the court can fully hear the case. What does this mean for businesses?
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