Labor Laws In California Overtime In Texas
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FAQ
The 2024 Rule raised the minimum salary under #2 from $684 per week ($35,568 annually) to $844 per week (or $43,888 annually) effective July 1, 2024, which would have again increased to $1,128 (or $58,656 annually) effective January 1, 2025.
A Texas federal court has struck down the 2024 Department of Labor overtime rule increasing the salary level applicable to the Federal Labor Standards Act's “white collar” exemptions both prospectively and retroactively.
What did the 2024 Overtime Rule change? As outlined in our previous client alert, the 2024 Overtime Rule introduced three primary staged increases to the salary minimums required for employees to be eligible for exemption from the FLSA's overtime and minimum wage requirements.
The Overtime Rule required another salary jump on January 1, 2025, to $1,128/week ($58,656 annualized), and an automatic adjustment to the salary basis level every 3 years after that, potentially rendering millions of additional workers nonexempt, despite no change in their duties.
A Texas federal court has struck down the 2024 Department of Labor overtime rule increasing the salary level applicable to the Federal Labor Standards Act's “white collar” exemptions both prospectively and retroactively.
All workers have rights on the job. In California, workers are protected by labor laws. It does not matter where you were born or what your legal status is. Once you are hired, you have rights.
If you work in California, you are covered by the California Labor Code. It does not matter where your company is "based" out of. As such, under California law, a "use it of lose it" policy is illegal.
Typically, for an unpaid overtime claim, an employee has up to two years to file a complaint or lawsuit. If action is not taken within two years, the court will likely deny the case. This time limit can be extended up to three years if the worker can prove that the employer knowingly went against FLSA regulations.
