In a challenge to the Department of Labor's (DOL) 2019 overtime rule, the U.S. Court of Appeals for the Fifth Circuit affirmed the DOL's authority to use a salary threshold requirement to define the executive...
In a challenge to the Department of Labor's (DOL) 2019
overtime rule, the U.S. Court of Appeals for the Fifth Circuit
affirmed the DOL's authority to use a salary threshold
requirement to define the executive, administrative, and
professional (EAP) exemptions under the Fair Labor Standards Act
(FLSA). See Mayfield, et al. v. U.S. Department of Labor, et
al., No. 23-50724 (5th Cir. Sept. 11, 2024). This decision is
a victory for the DOL as it currently defends challenges to its
2024 overtime rule that raised the minimum salary thresholds for
the EAP exemptions.
Overview of the Mayfield decision
In 2019, the DOL issued a new rule that raised the minimum
weekly salary required to qualify for the EAP exemptions from $455
to $684. Austin-based fast-food operator Robert Mayfield challenged
the 2019 rule and argued that the DOL did not have the statutory
authority to use a minimum salary threshold as a criterion for
determining overtime pay eligibility. Specifically, he
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