Jun 27, 201712:52 PMOpen Mic
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Overtime rule remains a concern to business leaders
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There’s one topic Tammy McCutchen can count on people bringing up whenever she speaks: the U.S. Department of Labor’s (DOL) overtime pay rule.
“There’s so much uncertainty out there — ‘What are they going to do? When are they going to do it?’” the former DOL Wage and Hour administrator said on June 20 during an interview at the Society of Human Resource Management’s national conference in New Orleans.
In December, courts blocked a DOL final rule revising the Fair Labor Standards Act (FLSA) regulations to raise the minimum salary for employees classified under the executive, administrative, and professional (also known as the white-collar) exemptions to $913 per week, or $47,476 per year. It will likely be a year before the issue is resolved, said McCutchen, now a principal with Littler Mendelson’s office in Washington, D.C.
She is puzzled by Labor Secretary Alexander Acosta’s indication he will submit a request for information on the overtime rule, as this would not move the regulatory process forward.
“It’s just asking the public, ‘What should we do?’” she said. “The impact on the business community is that it leads to a longer period of uncertainty.”
A Notice of Proposed Rulemaking would put the regulatory process in motion. The agency could eventually propose a rule that stays with the new rate, pulls back to the former rate of $455 per week ($23,660 per year), or introduces a new rate that’s somewhere in the middle.
“I personally think that’s the best approach,” said McCutchen, who noted during a presentation at the conference that her best guess would be an increase to a salary level between $35,000 and $38,000.
McCutchen delivered two presentations at the conference, which drew more than 15,000 human resources professionals and ended June 21. During a presentation on “The U.S. Department of Labor: A Look Ahead,” she said she does not see the Wage and Hour Division pulling back on its enforcement efforts during the new administration.
“Whatever administration it is, they’re still enforcing,” she said.
However, during an interview she said the large number of vacancies in top posts at the agency has led to some inconsistency in enforcement at the local level.
“Some are being very reasonable right now, others are full steam ahead,” she said. “It’s important that if you have an investigator or office that’s being very aggressive, you should push back a bit even if you have to go to the regional or national office. If they’re not giving you enough time to produce documents (or) if they show up at your door without notice, you can push back and say that’s going to be disruptive to our business.”