Department of Labor Proposed Overtime Rule Member Survey

On August 30, 2023, the U.S. Department of Labor (DOL) announced a notice of proposed rulemaking that would require overtime pay for most salaried workers earning less than $55,068 per year ($1,059 per week), a 55% increase from the current threshold of $35,568 for mandatory overtime pay. The proposed rule would also automatically update this threshold every three years with increases that are tied to the 35th percentile of weekly earnings of full-time non hourly workers in the lowest-wage Census Region (currently the South).

With DOL’s announcement, NLBMDA is gathering information regarding the impact that potential changes to the overtime rule could have on employers and their employees. NLBMDA respectfully requests that members complete the survey below, which will be used to directly support advocacy efforts. Please complete the survey by Friday, October 3.

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* 1. What best describes your business?

Retail lumber and building materials dealer

Manufacturer

Supplier

Other (please specify)

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* 2. What is the size of your business?

Small (1-50 employees)

Medium (51-200 employees)

Large (201+ employees)

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* 3. Do you currently have employees who are eligible for overtime pay?

Yes

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* 4. What percentage of your workforce is currently eligible for overtime pay?

Less than 10%

10-25%

26-50%

More than 50%

Not applicable (if the answer to question 4 is "No")

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* 5. Are/were you aware of the Department of Labor's pending rule increasing salary thresholds for overtime pay eligibility from?

Yes

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* 6. If yes to Q5, how familiar are you with the proposed rule?

Yes, I am well-informed about the changes

Yes, but I have limited knowledge about the changes

No, I am not aware of any changes

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* 7. How will the proposed overtime rule impact your business? (Check all that apply)

Reduction in current workforce

Create a barrier to hiring more employees

Reduction in opportunities for professional development

Diminished workplace autonomy

Less flexibility

Higher costs

Time to review all job descriptions

Time to communicate and train staff on changes

Do not anticipate any negative impacts

Other (please specify)

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* 8. If the proposed overtime rule were to be implemented, how would you plan to address the potential impact on your business?

Increase employee salaries to meet new thresholds

Reorganize employee schedules to limit overtime hours

Hire additional staff to spread out workload

Reduce benefits or bonuses

Other (please specify)

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* 9. The Department of Labor is considering increasing the salary threshold for mandatory overtime pay from $35,568 potentially up to $80,000 a year. What is the minimum salary threshold that your business could tolerate without significantly affecting operations?

Any increase from current level ($35,568 a year current level)

$45,000

$55,000

$65,000

$75,000

$80,000

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* 10. At what salary level would your organization likely consider reclassifying exempt employees to nonexempt status or restructure jobs?

Any increase from current level ($35,568 a year current level)

$45,000

$55,000

$65,000

$75,000

$80,000

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* 11. Please use this space to share an anecdote/story of how the proposed overtime rule would affect your business operations.

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* 12. Please share the following information

Name

Company

City/Town

State

ZIP/Postal Code

Email Address

Phone Number