If the effective date is December 1st, what does this mean for businesses where the pay period begins on Monday the 28th? How do they manage this?

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How does the Final Rule help workers who already are entitled to overtime - and their employers?

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Does not having to punch a clock restrict the ability of an employee to work flexibly?

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Can teachers who instruct outside of the classroom be considered to have a primary duty of teaching? What about those who may have a primary duty of teaching, but do not instruct people enrolled in degree-seeking programs?

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Where can I review comments submitted in response to the Department's Notice of Proposed Rulemaking (NPRM)?

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Is the Department making any adjustments to the standard duties tests?

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Is there an exemption for schools and institutions of higher education from either the FLSA or the Department's overtime regulations governing white collar workers?

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comment on difference between a discretionary bonus and a nondiscretionary bonus?

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How many white collar workers will become overtime-eligible as a result of this Final Rule?

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Who is entitled to the minimum wage and overtime pay under the FLSA?

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May employers use bonuses to satisfy part of the new standard salary level test?

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Will newly overtime-eligible employees have to record their hours on a daily basis or "punch a time clock"?

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Why is the Department revising its overtime regulations for white collar workers now?

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How did the Department determine the new total annual compensation requirement for highly compensated employees (HCEs)?

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What options are available to recipients of Federal financial assistance to respond to the U.S. Department of Labor’s final rule on overtime effective December 1, 2016?

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