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It summarizes the EAP and highly compensated employee (HCE) compensation benchmarks, the phased increases effective July 1, 2024 and January 1, 2025, and the automatic adjustments every three years. It also explains the November 15, 2024 nationwide court reversal and provides employer takeaways on exempt classification, job duties, and required payroll corrections.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/labor-and-employment-news-winter-2024-exempt-employee-compensation-thresholds-an-update/280053/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/labor-and-employment-news-winter-2024-exempt-employee-compensation-thresholds-an-update/280053.png","ImageObject",442,249,{"name":88,"@type":89},"Noah","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-22","2026-09-16",true,{"@type":98,"interactionType":99,"userInteractionCount":20},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What change did the Department of Labor make to FLSA exempt status thresholds?","Question",{"text":108,"@type":109},"The Department of Labor updated the salary thresholds used to qualify certain employees as exempt from minimum wage and overtime compensation under the FLSA.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What were the key salary threshold amounts for EAP exemptions and HCE under the final rule?",{"text":113,"@type":109},"The minimum salary thresholds increased to $844 per week for EAP exemptions and $132,964 annually for the HCE, with further increases effective Jan. 1, 2025 to $1,128 per week for EAP exemptions and $151,164 annually for HCE.",{"name":115,"@type":106,"acceptedAnswer":116},"What happened to the final rule on Nov. 15, 2024 and what is the practical effect for employers?",{"text":117,"@type":109},"A federal court overturned the final rule nationwide, returning the minimum salary threshold to the pre-July 2024 level of $35,568 per year for the exempt employees discussed, and employers should still evaluate exempt classification based on both job duties and salary threshold.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},280053,1790163949,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":20,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":141},8796095462418,"https://ap-avatar.wpscdn.com/avatar/80000253c1241d02b47?x-image-process=image/resize,m_fixed,w_180,h_180&k=1778826106357471780","Labor and Employment News  \nWINTER 2024  \nPublished by the Ohio State Bar Association Labor and Employment Law Section  \nExempt Employee Compensation Thresholds: An Update  \nBy Alicia Nesline Shaw  \nOn April 26, 2024, the Department of Labor (DOL) published its long-awaited final rule updating the salary thresholds for certain exemptions from minimum wage and overtime compensation under the Fair Labor Standards Act (FLSA).1 The new rule sought to significantly increase the salary threshold for certain FLSA exemptions. Accordingly, employers with “exempt” employees have been following the progression of the final rule and the court battles that have ensued to evaluate the impact on their workforce and plan for implementation, which has already partially occurred.  \nA Quick Recap of“Exempt” Status Under the FLSA  \nAt its most basic, the FLSA mandates that employees receive at least minimum wage for all hours worked2 and overtime compensation (1.5 times their regular rate of pay)3 for any time worked over 40 hours in a workweek (a designated period of seven consecutive days) .4 In order to qualify as “exempt” from one or both of these pay requirements (minimum wage and/or overtime compensation), an employee must generally satisfy certain compensation thresholds and job duties tests. These thresholds and tests vary depending on the classification in which the employee qualifies as “exempt.”  \nIn its rules, the DOL changed the compensation requirements for employees under the following exemption classifications:  \nINSIDE  \nExempt Employee Compensation Thresholds: An Update ...................................................................... 1  \nThe FTC’s Ban on Noncompete Clauses Is Dead … For Now ......................................................................... 3  \nLabor and Employment Legislative Update.................... 5  \nIn Case You Missed It .................................................... 7  \nIAm Not a Tax Lawyer and I Don’t Play One on TV ........................................................... 12  \nMessage from the Chair ................................................ 18  \n1  \nLabor and Employment News  \n1. Executive  \n2. Administrative  \n3. Professional  \n4. Highly Compensated Employee (HCE)  \nIn the case of each of these four exemptions, the properly exempt employee is paid a regular salary of at least a minimum threshold and satisfies the applicable job duties test for the exemption. The exemptions above are typically classified as the “white collar” exemptions, but each of the executive, administrative and professional (EAP) exemptions have their own job duties tests.5 Currently, the minimum salary threshold for either of the EAP exemptions is $684 per week ($35,568 annualized). For the HCE, it is $107,432 on an annual basis (which includes at least $684 per week paid on a salary or fee basis) .  \nChanges to the Thresholds  \nAs of July 1, 2024, the minimum salary thresholds increased to:  \n· $844 per week ($42,888 annualized) for EAP exemptions.6  \n· $132,964 annual salary for the HCE exemption.7  \nAs of Jan. 1, 2025, the minimum salary thresholds were set to increase to:  \n· $1,128 per week ($58,656 annualized) for EAP exemptions.8  \n· $151,164 annual salary for the HCE exemption.9  \nThe new rule also provides for adjustments to these thresholds every three years, beginning on July 1, 2027.10  \nOn Nov. 15, 2024, the United States District Court for the Eastern District of Texas11 overturned the final rule nationwide, holding that it constituted an unlawful exercise of agency power that went beyond the scope of the authority granted to the DOLby Congress. As a result, the minimum salary threshold returns to the pre-July 2024 amount of $35,568 per year for the exempt employees discussed above. The DOL has the option to appeal the decision.  \nTakeaways for Employers  \nWhile the 2024 final rule likely will not go into effect, every employer should still take this opportunity to fully evaluate whether ","cbCaiqoM5eAbxO6K","https://ap.wps.com/l/cbCaiqoM5eAbxO6K","pdf",36988394,19,"English","# Exempt Employee Compensation Thresholds: An Update\n## A Quick Recap of \"Exempt\" Status Under the FLSA\n## Changes to the Thresholds\n## Takeaways for Employers\n## About the Author\n## Endnotes\n# The FTC’s Ban on Noncompete Clauses Is Dead…For Now","[{\"question\":\"What change did the Department of Labor make to FLSA exempt status thresholds?\",\"answer\":\"The Department of Labor updated the salary thresholds used to qualify certain employees as exempt from minimum wage and overtime compensation under the FLSA.\"},{\"question\":\"What were the key salary threshold amounts for EAP exemptions and HCE under the final rule?\",\"answer\":\"The minimum salary thresholds increased to $844 per week for EAP exemptions and $132,964 annually for the HCE, with further increases effective Jan. 1, 2025 to $1,128 per week for EAP exemptions and $151,164 annually for HCE.\"},{\"question\":\"What happened to the final rule on Nov. 15, 2024 and what is the practical effect for employers?\",\"answer\":\"A federal court overturned the final rule nationwide, returning the minimum salary threshold to the pre-July 2024 level of $35,568 per year for the exempt employees discussed, and employers should still evaluate exempt classification based on both job duties and salary threshold.\"}]","Labor and Employment News - WINTER 2024 - Exempt Employee Compensation Thresholds: An Update | PDF",1789532486,7]