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Under the 1938 Fair Labor Standards Act, which established overtime pay and the minimum wage, workers were eligible for overtime if their pay fell below a certain threshold.
The previous threshold of about $35,500, which was set in 2019, will now be back in effect. ... (EAP) duties from receiving overtime pay, and the Labor Department has for decades used salary as ...
The previous threshold of about $35,500, which was set in 2019, will now be back in effect. ... (EAP) duties from receiving overtime pay, and the Labor Department has for decades used salary as ...
The new rule also expands overtime eligibility for some highly-compensated workers. According to a Labor Department FAQ, the current $107,432 annual threshold for highly-compensated workers is set to increase to $132,964 on July 1 and $151,164 by the start of 2025.
The U.S. Department of Labor changed overtime pay rules on May 18, 2016. [16] The process began in 2014 when President Obama signed a Presidential Memorandum that directed the Department of Labor to update regulations that affect white collar workers who fall under minimum wage and overtime protections.
Sonderling also issued proposed rules for marquee labor issues, such as updating the overtime threshold and joint employer standards under the FLSA. [18] [19] Sonderling was also instrumental in developing the Payroll Audit Independent Determination (PAID) the Agency's first comprehensive self-audit program. [20]
Trump had set the threshold at just $35,568 during his first term. Biden’s rule would push it to $58,656 next year, so that the threshold covers an estimated 4 million additional workers.
The Walsh-Healey Act that applies to U.S. government contracts exceeding $15,000 for the manufacturing or furnishing of goods. Walsh-Healey establishes overtime pay for hours worked by contractor employees in excess of 40 hours per week, and sets the minimum wage equal to the prevailing wage as determined by the Secretary of Labor.