The long-awaited final Overtime Rule, defining overtime exemption requirements for the so-called “White Collar Exemption”, was finally released this week by the Department of Labor. The new rule will formally take effect on December 1 of this year, when the minimum salary exempting workers from overtime pay more than doubles to $913/week, an annualized figure of $47,476! Furthermore, the new requirement incorporates automatic increases into the salary threshold every three years in order to maintain the level at the 40th percentile of full-time salaried workers in the lowest-wage region. In the new rule, there were no changes made to the duties test (recall that exemptions from overtime are based both on a salary threshold and a duties test), while the Highly Compensated Employee Exemption is now increased to $134,000 per year. We would advise that employers should immediately review their current workforce to determine which exempt employees will be impacted and determine whether to reclassify them as non-exempt or adjust their compensation to ensure they remain exempt.