Jeffrey H. Ruzal, a Senior Counsel in the Labor and Employment practice, in the firm’s New York office, was quoted by SHRM.org, in “Late Release of Overtime Rule Could Mean Short Implementation Period,” by Allen Smith.
Following is an excerpt:
If employers really do have as little as 30 days to implement the final rule, they may prepare to reclassify workers by getting ready now for different possible scenarios under the final rule; do their best to reclassify after the final rule; or—on the riskier side—wait until after the presidential election in hopes that, should a Republican prevail, the rule might be revoked.
“I think the later the release, the better for employers,” said Jeffrey Ruzal, an attorney with Epstein Becker & Green in New York City. “A later release gives employers a longer runway to audit their workforce and address any potential misclassification issues.”
Ruzal added, “Employers can and should act now to make any adjustments necessary to avoid imminent noncompliance.”