By: Brian Senjem | September 05, 2017

August 31, 2017, Federal Judge Amos Mazzant struck down the Obama administration's 2016 rule that more than doubled—from $23,660 to $47,476—the minimum annual salary required to qualify for the Fair Labor Standards Act's "white collar" exemptions. Last November, the same court blocked the overtime rule, but had not yet declared it invalid.

Employers don't have to make any changes. The order is a final ruling.

However, employers should prepare for an eventual increase to the exempt salary threshold, even though it isn't clear what the final number will be. The rumors are in the $30Ks somewhere.

That means the existing overtime regulations apply for now, which is as follows:

To be considered “exempt,” employees must meet three (3) requ...

By: Brian Senjem | June 01, 2016


  • On May 18, 2016 the Department of Labor announced the final ruling on the FLSA Overtime Exemption.
  • In order for employees to remain exempt from the overtime rules (commonly referred to as salaried), they must be paid a salary of at least $47,476 per year.
  • Changes are effective December 1, 2016 assuming Congress does not overturn the ruling.


  • Minimum Salary Threshold for Exempt Employees effective December 1, 2016.
  • $913 per week, equivalent to $47,476 per year.
  • Up to 10% of the Base Threshold Salary may be paid through nondiscretionary bonuses, incentive pay, or commissions (paid at least quarterly). This means one can pay a salary of $42,728.40 plus bonuses of $4747.60 to meet the Salary Threshold.
  • ...