The U.S. Department of Labor’s 2024 Revised White Collar Regulations: Overview of the Revised Regulations and Their Impact on Nonprofits (Part I of II)



In April 2024, the United States Department of Labor (DOL) published revised regulations under the Fair Labor Standards Act (FLSA) that significantly increase the required minimum weekly salary that must be paid to executive, administrative, and professional employees—that is, “white collar” employees—in order for those employees to be exempt from an entitlement to overtime pay for hours worked in excess of 40 hours per work week.

The increase in the required minimum weekly salary will go into effect in two stages. The first increase is effective July 1, 2024, and the second increase is effective January 1, 2025.

Pro Bono Partnership and the Jackson Lewis law firm, in conjunction with The Connecticut Community Nonprofit Alliance, Lawyers Alliance for New York, the New Jersey Center for Nonprofits, and Nonprofit New York, have prepared a two-part article discussing the revised regulations and what they mean for nonprofits.

Part I of the article explains in detail the major changes made by the DOL and how those changes will impact the nonprofit community. Part I also (1) discusses the obligation of nonprofits to simultaneously comply with both the federal FLSA and applicable state wage and hour laws in Connecticut, New Jersey, and New York; and (2) provides a brief reminder to nonprofits about some of the limits on the use of volunteers.

Part II provides nonprofit employers an overview of some considerations and strategies for addressing the changes discussed in Part I. Part II will (1) help nonprofits navigate decisions relating to whether to reclassify exempt employees as nonexempt, (2) alert nonprofits to some hidden landmines, and (3) provide nonprofits tips for complying with the revised regulations.

Access Part I of the Article

Access Part II of the Article

File Type: pdf
Categories: Employment Law and Employee Benefits