Whether you love him or hate him, you were probably just as astonished as we were when Donald Trump became the U.S. President-elect early on the morning of November 9.
November 9 – less than a month before the new overtime rules are set to go into effect on December 1.
It’s no secret that Trump is opposed to the new rules; he has mentioned, at the very least, favoring an exemption for small employers. But he won’t be sworn in as President until January, more than a month after the rules are set to take effect.
So…what happens then? Will he be able to make the new overtime rules go away altogether after he takes office? Will he merely limit future increases in the threshold for exemption? What happens to the millions of workers who will be enjoying their first taste of overtime pay as of December 1?
Alas, we here at BLR don’t have a crystal ball, so we can’t say for sure. We do, however, have some solid ideas about what’s likely to happen – and what’s legally improbable or impossible, given the various checks and balances that exist within our political system.
I hope you’ll consider joining me and Cathy Gray for a special webinar this Friday, November 18th, about the impact of the Trump Administration on the new overtime rules, the Affordable Care Act (ACA), and more.
We’ll do our best to explain what we know, what we don’t know, and how employers can best start preparing for a whole new ballgame in Washington in the coming months.