After considerable controversy and years of waiting, the U.S. Department of Labor released its proposed “overtime rule” in late March 2019. Though substantially higher than the current $455 minimum weekly salary required to sustain an overtime exemption, the proposed minimum salary threshold of $679 per week is not nearly as dramatic a change as the $913 minimum weekly salary that was set to take effect in 2016.
In an article for Medical Journal-Houston, Kevin Troutman writes that, because changes to the new rule still could occur, employers should not immediately change their compensation structures. Instead, it is a good time to begin evaluating the likely impact of the USDOL’s proposal, if it is adopted.
This article is available in the April 2019 print edition of Medical Journal-Houston only.
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