Facebook
LinkedIn
Twitter
YouTube
Close
Back

Client Login

- Individual Clients
- Business Clients
- Client Employee


Forgot Your Password? Please try logging in with the last password you remember first. (If that fails, you'll be able to reset your password on the next page.)

QuickBooks Online

BOSS™ Accounts Payable Documents Login


Video Meeting

Join a scheduled video meeting with our staff.
Join Meeting
Close
Send Request

Helping you reclaim your time,

so you can be the master of your life

Obama’s New Overtime Pay Rule is On Pause—What Does it Mean for Your Business?

November 30, 2016

Just days before it was scheduled to be implemented on December 1, a federal judge in Texas has blocked the implementation of the new Department of Labor (DOL) federal overtime rule, which would have doubled the Fair Labor Standards Act’s (FLSA’s) salary threshold for exemption from overtime pay. According to an NPR report, this extension of overtime eligibility would have affected 4 million Americans and required employers to pay time-and-a-half to their employees who worked more than 40 hours in a given week and earned less than $47,476 a year.

Lawsuits objecting to the overtime rule were filed by 21 states, the U.S. Chamber of Commerce, and other business groups concerned about the negative impacts of the legislation on businesses—including higher payroll costs and reduced staffing flexibility. The DOL plans to challenge the decision and argues that the new rule would have helped to offset income erosion due to inflation and that the rule would deliver fairer pay to lower-wage employees who are currently exempt from overtime pay. The DOL also stated that the salary level was set purposefully low to screen out obviously nonexempt employees such as executives and higher-level professionals.

Although the overtime extension rule will not take effect in December, it could still be implemented in the future. Employers should continue to follow the existing overtime regulations until a final decision is reached. For those employers who have already raised exempt employees’ salaries to meet the new threshold or who have reclassified employees who are still earning less to nonexempt status, the Society for Human Resources Management (SHRM) recommends leaving such decisions in place because they would be difficult to reverse. However, employers may want to postpone making any further moves until a final ruling is made.

Back to List


BOSS is the answer to your back office headaches. Our cloud-based solution enables you to hand complex accounting tasks over to us. We work the numbers while providing you 24/7 access to your data—and all at a fixed, affordable monthly fee.

read more

Our Specialties

  • Professional Service Providers

    We are committed to helping professional service providers build successful enterprises. Our skilled team of financial experts have years of experience in providing accounting...

    read more
  • Government

    Beyond core accounting work, our firm offers extended value as an accounting service provider for government entities. We truly understand the challenges...

    read more
  • Not-for-Profits

    We differentiate ourselves from other firms because we truly understand your needs and how you operate—including day-to-day bookkeeping routines, fund accounting, and the need for orderly and accurate data on-demand....

    read more
  • Small & Medium Sized Businesses

    With our decades of experience, we understand the accounting needs of small and medium-sized businesses. From tax and payroll all the way to audit, we can help achieve your goals...

    read more

Latest from Our Blog