Good news for employers who have not yet grappled with the new overtime law. We’re not sure that the injunction is permanent – it might be that the new law will eventually be in force later during 2017.  Our advice to business owners and nonprofits alike is to use this gift of time to make sure you know what you’re going to do when the new law is finally effective.

1.       Conduct the necessary study of your employees’ pay rates,

2.       Ensure that you have a system in place to correctly monitor and record the hours that employees are working for you, and

3.       Consider if you should offer pay raises to employees whose hours and pay rates are close to / within striking distance of the new pay threshold (currently proposed to be $47,476).

Some believe that the resulting law may have more to do with an employee’s duties rather than amount of pay – or that a different pay threshold may result after the current injunction.   Either way, use the time now to take the steps listed above.  If you need help call us today !

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Steven D. Rawlins, CPA

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Master, Smith & Wisby, P.A. Accountants & Business Advisors