Of course, all of the focus of late on the United States Supreme Court (SCOTUS) has been on the leak of the draft decision overturning Roe v Wade, but there is other important news coming from the nation’s highest court. As a case in point, the court announced earlier this month that in its next session, which begins on October 1, it will consider the applicability of overtime pay rules to employees who are both highly compensated and paid on a daily basis. Under Department of Labor (DOL) regulations, an employee is exempted from overtime pay requirements if he/she meets one of the following criteria: 1) perform at least one of a set of defined executive, administrative, and professional duties, 2) earn at least $107,432 per year, and 3) earn “at least $684 per week paid on a salary or fee basis.” Having paid the employee over $200,000 per year as a supervisor, the company considered him exempt and ultimately terminated his employment for performance reasons. Subsequently, he brought suit alleging the company owed him retroactive overtime pay and the Fifth Circuit agreed in a 12-6 en banc decision finding the employer had not argued that it also satisfied a special rule that must be satisfied before an hourly or daily rate is regarded as salary. Regardless of how SCOTUS decides, its decision will have far-reaching consequences for employers across the nation.