(Partnership to Protect Workplace Opportunity) -- According to a business coalition that has been monitoring developments surrounding the new federal overtime rule, this week's injunction by a federal judge in Texas will have three key effects:
1. Employers do not need to implement changes by the Dec. 1, 2016 deadline -- although the court, after hearing the full case, could allow the rule to go forward;
2. The incoming Trump administration now has more time to make changes and end the rulemaking permanently, or issue a new rule; and
3. Congress could address the final overtime regulations during the lame duck or in the beginning of the 115th Congress.
Experts note that "employers shouldn't assume that the overtime rule will be permanently barred" and should "still have a plan to move forward if necessary in the future." For more, see the link below.