Over the last few weeks, there’s been a lot of bluster about lawsuits filed that are challenging the new overtime rules that are set to take place in just a few weeks. And there was also news that Congress was considering a law restricting the law as well.
Both seem unlikely to come to pass and employers that have been postponing action in the hopes of a “white knight” on the issue should think twice.
I covered the new rules in several prior posts (here and here, for example). But as a reminder, the rule becomes effective December 1, 2016. Note that December 1 is a Thursday, so employers will have to make sure that the entire pay period is compliant with the new rule.
So, that leaves you with precious few weeks to get into compliance. There are a number of different approaches to take and its definitely not a one-size-fits-all type of law.
One suggestion though is to have your trusted attorney or HR consultant take a look at any questions you have. We have done this for several and there are some challenges that may seem unique to your business that other companies have struggled with as well.
If the court suspends implementation of the new rules, you can still decide then, but it may be a game-time decision given how late we are in the process.