Effective July 1, 2024, The new overtime law takes effect

Effective July 1, 2024, The new overtime law takes effect. Many organizations have reached out to us to determine what is the best course of action.   A few of the questions that have been posed to us included

  1. Should I raise all exempt (Not eligible for Overtime) employees’ salaries to meet the new threshold?  if so, do I have to raise everyone’s salary? What do I need to do to prepare?
  1. Should I pay any exempt employee hourly and watch their hour to ensure they do not work over 40 hours?
  1. Given the recent lawsuit, will the mandate be postponed?  

In our discussions, we have had to address each of these questions based on the circumstances of the organization   

  1. This is a tricky one, because each employer may have a consider multiple options depending on the cultural and financial impact, however, all employers should at a minimum review the exemption guidelines to confirm that the role in question is truly eligible for an exemption. (Exemption Rules per FLSA) 

Fact Sheet #17A: Exemption for Executive, Administrative, Professional, Computer & Outside Sales Employees Under the Fair Labor Standards Act (FLSA)


  1. Same answer as above
  2. Yes, continue to prepare for the new overtime requirement until further notice

If you are searching for additional guidance and/or assistance in determining the best solution for your firm, please contact us at https://egrabservices.com/contact/ or contact Ken at 214 477 0814.

Ken Barge 

EGRAB Services (We Simplify H.R.)

955 W. John Carpenter Freeway Ste 100

Irving TX 75039

972-810-1474 Office & Text

214-477-0814 Cell


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3 stories that explain the FLSA overtime rule — and how HR can prepare | HR Dive

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