Since 2014, employers have been preparing for, and many have already communicated or implemented, classification and compensation changes to comply with the U.S. Department of Labor's revised regulations, which would double the minimum salary required for certain exempt employees effective December 1, 2016. For more information concerning the changes, see our May client alert on this topic. Yesterday, a federal judge in Texas issued a nationwide preliminary injunction blocking the DOL from implementing the minimum salary hike from $455 weekly ($23,660 annually) to $913 weekly ($47,476 annually). State of Nevada et al. v. U.S. Department of Labor et al., No. 4:16-cv-731 (E.D.Tex. November 22, 2016). Continue reading >