July 11, 2020

Volume X, Number 193

July 10, 2020

Subscribe to Latest Legal News and Analysis

July 09, 2020

Subscribe to Latest Legal News and Analysis

Did Labor Department Salary Basis Regulations Just Get Trumped?

The U.S. Department of Labor regulations raising the required salary level for the white collar exemptions (executive, administrative, and professional) under the Fair Labor Standards Act are scheduled to become effective December 1, 2016. Since the results of Tuesday’s election, some employers are considering whether to delay any scheduled changes in the hope that the Trump administration and the Republican Congress might repeal the regulation. It is unclear at this time whether the Trump administration will make changes to the new rules. Regardless of how the new administration approaches the new regulations, however, there will be a period of time beginning on December 1 during which the $47,476 salary will be the law and an employer may be subject to lawsuits by employees for failing to make the change.  To avoid this risk, employers are taking steps to ensure compliance with the new regulations in advance of the December 1 effective date.

If the administration does take action, the regulations might be repealed entirely or “repealed and replaced” (a la Obamacare) with more gradual increases to the salary level and with exemptions for small employers or non-profits. But this is all speculation. If the salary level is lowered in the future, any salary reductions, of course, would create employee-relations issues which may make for a significant deterrent to reducing salaries for current employees whose salaries were previously increased as a result of the new regulations.

Two lawsuits filed in a Texas District Court by several States and various Chambers of Commerce against the Department of Labor seeking to block the rule are also pending.  A decision relating to an injunction is likely to occur before the December 1, 2016 effective date.  If the lawsuit is successful and an injunction is  issued, a Trump administration may decide not to defend the regulation on appeal. Stay tuned for an update following the November 18 hearing.

Jackson Lewis P.C. © 2020National Law Review, Volume VI, Number 319

TRENDING LEGAL ANALYSIS


About this Author

Justin R. Barnes, Jackson Lewis, Federal Employment Lawyer, Discrimination Allegations Attorney
Principal

Justin R. Barnes is a Principal in the Atlanta, Georgia, office of Jackson Lewis P.C. He represents employers in federal and state courts and before administrative agencies on a variety of labor and employment related issues, including collective and class action wage and hour disputes, labor arbitrations, allegations of discrimination, and employment-related contract disputes.

Mr. Barnes’ practice is focused primarily on defending complex wage and hour class and collective actions in state and federal courts across the...

404-586-1809
Eric R. Magnus, Jackson Lewis, Wage and Hour Class Defense Lawyer, Employment Matters Attorney
Shareholder

Eric R. Magnus is a Shareholder in the Atlanta, Georgia, office of Jackson Lewis P.C. His practice is focused primarily on defending federal and state wage and hour class and collective actions in jurisdictions across the United States.

Mr. Magnus’ collective and class action practice focus primarily on “donning and doffing,” “off-the-clock” and misclassification wage and hour cases. Mr. Magnus has obtained summary judgment at the district and circuit court levels in Fair Labor Standards Act and state law cases across the country. Mr. Magnus has also obtained favorable settlements in nationwide off-the-clock, donning and doffing and misclassification cases in several jurisdictions. He is an active member of the firm’s national class action and wage hour practice groups. Mr. Magnus also regularly advises clients prospectively on proper classifications of employees and on effective methods to avoid off-the-clock claims.

404-525-8200