The Department seeks public input on questions such as:
- What is the appropriate salary level (or range of salary levels) above which the overtime exemptions for bona fide executive, administrative, or professional employees may apply?
- What benefits and costs to employees and employers might accompany an increased salary level?
- How would an increased salary level affect real wages (e.g., increasing overtime pay for employees whose current salaries are below a new level but above the current threshold)?
- Could an increased salary level reduce litigation costs by reducing the number of employees whose exemption status is unclear?
- Could this additional certainty produce other benefits for employees and employers?
- What is the best methodology to determine an updated salary level?
- Should the update derive from wage growth, cost-of-living increases, actual wages paid to employees, or some other measure?
- Should the Department more regularly update the standard salary level and the total-annual-compensation level for highly compensated employees?
- If so, how should these updates be made?
- How frequently should updates occur?
- What benefits, if any, could result from more frequent updates?
I am looking forward to your input!