Republishing the 2019 overtime rule is a technical correction accounting for changes in the law that have already occurred, the US Department of Labor said.
Although the business community greeted them as an improvement over draft rules proposed last year, the new regulations are still expected to make it more difficult for businesses to classify workers as independent contractors.
The DOL plans to restore a lightly modified version of the five-factor independent contractor rule enacted in 2021 under the first Trump administration.
The US Department of Labor's semiannual regulatory agenda provides a useful roadmap for what could be in store for employers in the months and years ahead.
A new enforcement policy directs US Department of Labor investigators to apply criteria that make it easier to classify workers as independent contractors under the Fair Labor Standards Act (FLSA).
The Supreme Court has ruled that employers need to show only a "preponderance of the evidence" to prove that an employee is exempt from the overtime requirements of the Fair Labor Standards Act (FLSA).
A federal district court has blocked the US Department of Labor's overtime rule - which would have raised the minimum salary for most overtime-exempt employees to $58,656 - weeks before it was supposed to take effect.
The 5th Circuit Court of Appeals has ruled that the US Department of Labor (DOL) has the authority to set a minimum salary level for Fair Labor Standards Act (FLSA) overtime exemptions.