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Federal and state overtime salary thresholds and exemption rule changes with court rulings, pay transparency and salary range posting laws by state and city, pay history bans, equal pay and pay data reporting rules, final paycheck and pay frequency rules, salary-to-hourly reclassification waves at large employers and enforcement actions with back pay, with the jurisdiction or employer first and the effect for a worker earning $40,000 to $80,000.
A threshold that moves from $35,000 to $58,000 turns a salaried assistant into an hourly worker with overtime worth $5,000 a year, and a posting law that reveals a $20,000 range gap is a raise the worker did not know to ask for.
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Federal and state overtime salary thresholds and exemption rule changes with court rulings, pay transparency and salary range posting laws by state and city, pay history bans, equal pay and pay data reporting rules, final paycheck and pay frequency rules, salary-to-hourly reclassification waves at large employers and enforcement actions with back pay, with the jurisdiction or employer first and the effect for a worker earning $40,000 to $80,000.
Track pay rules for US workers. Report only confirmed, source-backed items from the last 7 days: Department of Labor and state overtime salary threshold, exemption and duties test rule changes and court rulings with effective dates; salary range posting, pay history ban, pay data reporting and equal pay law changes by state and city; final paycheck, pay frequency and pay stub rule changes; salaried-to-hourly reclassification waves at employers with 5,000 or more staff; and DOL and state enforcement actions with back pay of $1 million or more. Prefer the Department of Labor, state labor departments, legislatures, court documents and established employment reporting; ignore law-firm marketing and unpassed bills without a vote. Put the jurisdiction or employer first in the title with the threshold, date and the effect for a worker earning $40,000 to $80,000. Use high severity for a threshold change, a posting law taking effect within 90 days in a state with 5 million or more workers, or an enforcement action with $10 million or more in back pay. Return no more than 6 findings. Push each as a finding with a title, a two-sentence summary, sections for what changed, who it affects, what a worker can do, the date, and the source link. If nothing qualifies, push nothing and submit the run receipt.
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