According to DOLs agenda, the proposed rule will update the salary level at which many workers become exempt from the Fair Labor Standards Acts minimum wage and overtime requirements. High on the DOL's list of priorities with the proposed overtime rule will be adjusting the salary level, possibly increasing it from its current annualized rate of $35,568, noted Robert Boonin, an attorney with Dykema in Ann Arbor, Mich. "There's certainly pressure to bring the amount to as high as the $47,476 annualized amount that was enjoined by a court in 2016, but many advocates are seeking even higher levels, from $62,000 to over $80,000 per year," he said. Please purchase a SHRM membership before saving bookmarks. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek. Ensure that all factors are analyzed without assigning a predetermined weight to a particular factor or set of factors. The courts blocked this proposal shortly before it was scheduled for implementation. The deadline to announce such changes was initially set for April 2022 but has since seen several delays. SUMMARY: This notice of proposed rulemaking (NPRM) proposes to rescind the final rule entitled "Joint Employer Status Under the Fair Labor Standards Act," which published on January 16, 2020 and took effect on March 16, 2020. In December 2022, the Department of Agriculture (USDA) plans to re-propose an NPRM that was previously issued in February 2022 and included controversial provisions that would require federal contractors on projects procured by the agency to certify their compliance with dozens of federal and state labor laws and executive orders. The proposed rule would provide guidance on classifying workers and seeks to combat employee misclassification. 2023 Locke Lord LLP | Attorney Advertising, Employee Benefits & Executive Compensation, Environmental, Social and Governance (ESG). When autocomplete results are available use up and down arrows to review and enter to select. Must be a Paid Member or a Free Trial Member to Access Content. Then the final rule would need to take effect no sooner than 60 days after it is published in the Federal Register, assuming it is classified as a major rule. Employers should prepare now to review their workforce for exempt/non-exempt status to ensure they are compliant with the new overtime rule before the effective date is launched. "If any of these issues make their way into new regulations in any significant way, litigation is assured.". [CDATA[/* >