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On June 28, we learned that the U.S. District Court in Texas issued a limited temporary restraining order regarding the first phase of the DOL Overtime Rule that takes effect today, July 1, 2024. This decision temporarily exempts ONLY the State of Texas from the rule's implementation. However, businesses in Louisiana (and nationwide) will still need to comply with the new mandate. The first phase of the DOL Overtime Rule – will raise the standard salary threshold to be exempt from overtime pay to $43,888 annually.

The Restaurant Law Center (RLC) is part of a coalition challenging the rule, and we are analyzing the options on behalf of LRA members given the Friday ruling. More updates will follow.

​What LRA members Should Do Now:

·Review job duties: Ensure employees are correctly classified as exempt or non-exempt based on their job duties. Refer to this DOL fact sheet for guidance on determining exempt status.

·Review payroll records: Identify salaried exempt employees with wages below the new threshold. For these employees, you might consider 1) raising their salary above the new limit or 2) changing their status to non-exempt and properly tracking hours to pay overtime when appropriate.
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·Consult legal counsel: Consult with an employment attorney that is familiar with DOL policy to determine how best to comply with the rule and all applicable state and local mandates.

For More Information:
 
​Check out these resources:

• DOL: Final Rule on Overtime Protections
  
• DOL: Final Rule Webinar
  
• DOL: Earnings Threshold Chart
  
• DOL: Small Business Compliance Guide
  
• DOL: Final Rule FAQ
  
• RLC/TRA: Litigation Page
  
• Association/RLC: Comments on Proposed Rule
  
• Association/RLC: Webinar on Proposed Rule