New FLSA Rule blocked by Federal Judge

my company has already put all the scheduled changes on hold in response.

There was a thread earlier on the political board. My wife was told yesterday she was getting a $5200 per year raise because of this. If her company takes it back she said she's quitting. Lol.

Day late and a dollar short.... Ruling should have taken place weeks or months ago. A lot of companies invested tons of time and money into this bullshite legislation.

That's impossible. Threshold was last raised in 1975, not 10 years ago. Get a clue. Labor lawyers helping form a brand new policy for OT that didn't exist before must be cheap.

Google is your friend. In 1975, the Ford administration raised the salary threshold (though not enough to fully account for inflation), but for 29 years after, no further adjustments were made, even though inflation rendered the salary threshold obsolete. The last adjustment, made 10 years ago by the Bush administration, raised the threshold to its current, insufficient level.

Apology accepted.

Sorry, but 2004 rule did absolutely nothing.

We had everyone salaried and let people come and go as they please as professionals. After the new ruling we had to form new policies, figure out a way to track time (do we get a new time tracking system?) with it being intrusive to new non exempt employees, figure out who can authorize and how the process was going to work, figure out who will just get a raise, re-word all job descriptions so the language will at least pass the duties test, ask two different sets of lawyers what was the minimum we could do for all of it. We ended up going with a plan that tried to minimize OT, didn't promote or raise salaries for a lot of people, and didn't invest in a time tracking system, because we felt things would change and we wanted to see how it was going to impact us before we spent any more money and time.

Well then, the 2016 rule does little also.

We have 2300 employees, nearly 500 are not paid OT (they are exempt from OT). Run a spreadsheet of the 500 salaries. Which employees are over $47,600 and which are under. Make a management decision to pull up those within, say, 10% of $47,600.

It's not that difficult if you graduated a 2-year college. But I can see how you would have trouble.

Being exempt involves more than just making over the threshold. Of course, you already didn't know that. :(

It seems like the Administrative Exemption could apply to most businesses, but the block was a huge win. Luckily, we didn't waste much time prepping for it.