{
    "schema": "amendsignal.record/1",
    "generated_on": "2026-11-02",
    "publisher": {
        "name": "AmendSignal",
        "url": "https://amendsignal.com/"
    },
    "notice": "Coverage is limited, so a missing record does not mean nothing changed. General information, not legal advice. Check the official source. Please cite the record's url.",
    "change": {
        "id": 21,
        "url": "https://amendsignal.com/changes/wage-and-hour-division-restores-pre-2024-overtime-exemption-salary-levels-in-federal-regulations/",
        "title": "Wage and Hour Division restores pre-2024 overtime exemption salary levels in federal regulations after courts vacated the 2024 rule",
        "change_type": "final_rule",
        "change_type_label": "Final rule",
        "status": "effective",
        "status_label": "In effect",
        "status_statement": "As of our last check on November 2, 2026, this is in effect, since May 15, 2026.",
        "significance": "No new requirements",
        "jurisdiction": {
            "code": "US",
            "name": "United States"
        },
        "authority": {
            "name": "Wage and Hour Division",
            "short_name": "WHD"
        },
        "identifiers": [
            {
                "type": "fr_document_number",
                "label": "FR document",
                "value": "2026-09839"
            },
            {
                "type": "fr_citation",
                "label": "Citation",
                "value": "91 FR 27833"
            },
            {
                "type": "rin",
                "label": "RIN",
                "value": "1235-AA57"
            },
            {
                "type": "docket_id",
                "label": "Docket",
                "value": "Docket No. WHD-2026-0100"
            },
            {
                "type": "cfr_citation",
                "label": "CFR",
                "value": "29 CFR 541"
            }
        ],
        "dates": [
            {
                "type": "publication",
                "label": "Published",
                "value": "2026-05-15",
                "precision": "day"
            },
            {
                "type": "effective",
                "label": "Effective",
                "value": "2026-05-15",
                "precision": "day"
            }
        ],
        "in_short": {
            "what_changed": "Effective May 15, 2026, the Wage and Hour Division put the Code of Federal Regulations (CFR) text for the Fair Labor Standards Act (FLSA) white collar exemptions back to its pre-2024 version, after courts vacated the 2024 rule. The standard salary level shown in the regulations is again $684 per week, and the highly compensated employee threshold is again $107,432 per year.",
            "whos_affected": "Employers covered by the FLSA that treat employees as exempt executive, administrative, professional, outside sales or computer employees. The Department says it has already been enforcing these pre-2024 levels.",
            "what_to_do": "This rule creates no new duties for employers. The existing salary tests continue: exempt employees generally must be paid at least $684 per week on a salary or fee basis, and highly compensated employees at least $107,432 per year."
        },
        "summary": "The Department of Labor's Wage and Hour Division issued a technical amendment that carries out federal court judgments vacating its 2024 overtime exemption rule under the Fair Labor Standards Act (FLSA). It removes the 2024 text from the Code of Federal Regulations (CFR) and republishes the earlier text, including the $684 per week salary level and the $107,432 highly compensated employee threshold. The Department calls this a technical correction for changes in the law that had already occurred, and the rule creates no new duties for employers.",
        "business_functions": {
            "state": "limited",
            "functions": [
                {
                    "slug": "human-resources",
                    "name": "Human resources"
                },
                {
                    "slug": "payroll",
                    "name": "Payroll"
                },
                {
                    "slug": "legal-and-compliance",
                    "name": "Legal and compliance"
                }
            ]
        },
        "added_on": "2026-11-02",
        "updated_on": null,
        "updates_in_progress": null,
        "last_checked": "2026-11-02",
        "record_url": "https://amendsignal.com/changes/wage-and-hour-division-restores-pre-2024-overtime-exemption-salary-levels-in-federal-regulations/record.json",
        "what_changed": [
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "The rule carries out federal court judgments that vacated the Department of Labor's 2024 overtime exemption rule. It removes the 2024 text from the Code of Federal Regulations (CFR) and republishes the text that existed before that rule took effect.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "SUMMARY",
                        "excerpt": "Through this technical amendment, the Department is removing from the Code of Federal Regulations (CFR) the regulatory text from the now-vacated 2024 rule and republishing in its place the regulatory text as it existed prior to the effective date of that rule."
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "The 2024 rule would have raised the standard salary level to $844 per week on July 1, 2024 and to $1,128 per week on January 1, 2025, with automatic updates every three years. The courts vacated it.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.B. 2024 Part 541 Rule",
                        "excerpt": "with the salary level slated to increase to $844 per week on July 1, 2024, further rise to $1,128 per week on January 1, 2025"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.B. 2024 Part 541 Rule",
                        "excerpt": "The rule also provided for automatic triennial updates to the earnings thresholds."
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "Two federal district courts in Texas vacated the 2024 rule, on November 15, 2024 and December 30, 2024. Those orders remain final after the Fifth Circuit dismissed the appeals on May 5 and 7, 2026.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.C. Judicial Vacatur of the 2024 Rule",
                        "excerpt": "On November 15, 2024, the U.S. District Court for the Eastern District of Texas issued an order vacating the 2024 rule"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.C. Judicial Vacatur of the 2024 Rule",
                        "excerpt": "These orders remain final judgments following the dismissal of the appeal in each case by the U.S. Court of Appeals for the Fifth Circuit on May 5 and 7, 2026, respectively."
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "The standard salary level in the regulations is again $684 per week for exempt executive, administrative and professional employees.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(a)",
                        "excerpt": "an employee must be compensated on a salary basis at a rate of not less than $684 per week"
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "The highly compensated employee threshold in the regulations is again $107,432 in total annual compensation.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.601(a)(1)",
                        "excerpt": "an employee with total annual compensation of at least $107,432 is deemed exempt under section 13(a)(1) of the Act"
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "The Department describes the rule as a technical correction for changes in the law that had already occurred, and says the pre-2024 regulations are the ones it has been enforcing.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.C. Judicial Vacatur of the 2024 Rule",
                        "excerpt": "Put simply, this action is a technical correction accounting for changes in the law that have already occurred."
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.C. Judicial Vacatur of the 2024 Rule",
                        "excerpt": "the operative version of the Department's part 541 regulations is the version of these regulations that was in place on June 30, 2024, prior to the effective date of the 2024 rule, and which the Department has been enforcing."
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "The Department says this amendment does not prevent it from updating the part 541 regulations through notice and comment rulemaking in the future.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Footnote 14",
                        "excerpt": "does not foreclose the Department from engaging in notice and comment rulemaking in the future to update the part 541 regulations."
                    }
                ]
            }
        ],
        "who_is_affected": [
            {
                "kind": "inference",
                "kind_label": "Our analysis",
                "text": "Employers covered by the FLSA that classify employees as exempt under the executive, administrative, professional, outside sales or computer employee exemptions are the ones whose regulations changed.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.A. The FLSA and the Part 541 Regulations",
                        "excerpt": "The FLSA generally requires covered employers to pay employees at least the federal minimum wage for all hours worked and overtime"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(a)",
                        "excerpt": "To qualify as an exempt executive, administrative or professional employee under section 13(a)(1) of the Act"
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "Lower salary levels apply to employees in some U.S. territories when the employer is not the federal government: $455 per week in the Northern Mariana Islands, Guam, Puerto Rico and the U.S. Virgin Islands, and $380 per week in American Samoa.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(a)",
                        "excerpt": "$455 per week if employed in the Commonwealth of the Northern Mariana Islands, Guam, Puerto Rico, or the U.S. Virgin Islands by employers other than the Federal Government, or $380 per week if employed in American Samoa by employers other than the Federal Government"
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "Computer employees may also meet the pay requirement with an hourly rate of at least $27.63.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(d)",
                        "excerpt": "the compensation requirement also may be met by compensation on an hourly basis at a rate not less than $27.63 an hour"
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "The salary tests do not apply to doctors, lawyers, teachers and outside sales employees.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Footnote 3",
                        "excerpt": "The salary basis and salary level tests do not apply to doctors, lawyers, teachers, and outside sales employees."
                    }
                ]
            }
        ],
        "business_implications": [
            {
                "kind": "inference",
                "kind_label": "Our analysis",
                "text": "For employers already applying the $684 per week and $107,432 levels since the courts vacated the 2024 rule, this rule should not require any pay change. It mainly makes the published regulations match the law the Department has been enforcing.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, II. Procedural and Other Matters",
                        "excerpt": "this rule merely updates the CFR to reflect the courts' vacatur of the 2024 rule."
                    }
                ]
            },
            {
                "kind": "inference",
                "kind_label": "Our analysis",
                "text": "Payroll teams can use the regulation's stated equivalents for longer pay periods when checking exempt salaries: at least $1,368 biweekly, $1,482 semimonthly or $2,964 monthly.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(b)",
                        "excerpt": "the $684-per-week requirement will be met if the employee is compensated biweekly on a salary basis of not less than $1,368, semimonthly on a salary basis of not less than $1,482, or monthly on a salary basis of not less than $2,964."
                    }
                ]
            },
            {
                "kind": "inference",
                "kind_label": "Our analysis",
                "text": "Because the Department left the door open to a future update of these regulations, salary thresholds could change again through a later rulemaking.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Footnote 14",
                        "excerpt": "does not foreclose the Department from engaging in notice and comment rulemaking in the future to update the part 541 regulations."
                    }
                ]
            }
        ],
        "required_actions": [
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "To treat an employee as an exempt executive, administrative or professional employee, pay the employee on a salary basis (or fee basis for administrative and professional employees) at a rate of at least $684 per week, or the lower territorial rates where they apply.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(a)",
                        "excerpt": "an employee must be compensated on a salary basis at a rate of not less than $684 per week"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.C. Judicial Vacatur of the 2024 Rule",
                        "excerpt": "the operative version of the Department's part 541 regulations is the version of these regulations that was in place on June 30, 2024, prior to the effective date of the 2024 rule, and which the Department has been enforcing."
                    }
                ]
            },
            {
                "kind": "fact",
                "kind_label": "From the source",
                "text": "To treat an employee as exempt under the highly compensated employee test, the employee must have total annual compensation of at least $107,432, including at least $684 per week paid on a salary or fee basis.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.601(a)(1)",
                        "excerpt": "an employee with total annual compensation of at least $107,432 is deemed exempt under section 13(a)(1) of the Act"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.601(b)(1)",
                        "excerpt": "``Total annual compensation'' must include at least $684 per week paid on a salary or fee basis"
                    }
                ]
            }
        ],
        "recommended_actions": [
            {
                "kind": "recommendation",
                "kind_label": "Our suggestion",
                "text": "Consider checking that handbooks, classification policies and payroll system settings reference the $684 per week salary level and the $107,432 highly compensated employee threshold, not the vacated 2024 figures.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(a)",
                        "excerpt": "an employee must be compensated on a salary basis at a rate of not less than $684 per week"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.B. 2024 Part 541 Rule",
                        "excerpt": "with the salary level slated to increase to $844 per week on July 1, 2024, further rise to $1,128 per week on January 1, 2025"
                    }
                ]
            },
            {
                "kind": "recommendation",
                "kind_label": "Our suggestion",
                "text": "If you employ exempt staff in U.S. territories, consider confirming that the territorial salary levels ($455 or $380 per week) are applied only where the regulation allows.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(a)",
                        "excerpt": "$455 per week if employed in the Commonwealth of the Northern Mariana Islands, Guam, Puerto Rico, or the U.S. Virgin Islands by employers other than the Federal Government, or $380 per week if employed in American Samoa by employers other than the Federal Government"
                    }
                ]
            },
            {
                "kind": "recommendation",
                "kind_label": "Our suggestion",
                "text": "Consider watching for any future Department of Labor proposal to update the overtime exemption regulations, since the Department says this amendment does not rule one out.",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Footnote 14",
                        "excerpt": "does not foreclose the Department from engaging in notice and comment rulemaking in the future to update the part 541 regulations."
                    }
                ]
            }
        ],
        "required_actions_assessment": null,
        "applicability": [
            {
                "criterion": "where",
                "label": "Where",
                "answer": "United States, nationwide",
                "kind": "fact",
                "kind_label": "From the source",
                "evidence": []
            },
            {
                "criterion": "employer_type",
                "label": "Employers",
                "answer": "Employers covered by the FLSA, private and public, that classify employees as exempt under the white collar exemptions.",
                "kind": "inference",
                "kind_label": "Our analysis",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.A. The FLSA and the Part 541 Regulations",
                        "excerpt": "The FLSA generally requires covered employers to pay employees at least the federal minimum wage for all hours worked and overtime"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.B. 2024 Part 541 Rule",
                        "excerpt": "(except as applied to the State of Texas in its capacity as an employer)"
                    }
                ]
            },
            {
                "criterion": "size",
                "label": "Size",
                "answer": "The rule sets no employer size threshold; it refers to FLSA covered employers generally.",
                "kind": "inference",
                "kind_label": "Our analysis",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Supplementary Information, I.A. The FLSA and the Part 541 Regulations",
                        "excerpt": "The FLSA generally requires covered employers to pay employees at least the federal minimum wage"
                    }
                ]
            },
            {
                "criterion": "industries",
                "label": "Industries",
                "answer": "All industries, with specific rules for educational establishments and for teachers, doctors and lawyers.",
                "kind": "inference",
                "kind_label": "Our analysis",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.204(a)(1)",
                        "excerpt": "on a salary basis which is at least equal to the entrance salary for teachers in the educational establishment by which employed"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "Footnote 3",
                        "excerpt": "The salary basis and salary level tests do not apply to doctors, lawyers, teachers, and outside sales employees."
                    }
                ]
            },
            {
                "criterion": "functions",
                "label": "Functions",
                "answer": "Payroll, HR and compliance teams that set exempt salaries and classify employees.",
                "kind": "inference",
                "kind_label": "Our analysis",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "List of Subjects in 29 CFR Part 541",
                        "excerpt": "Labor, Minimum wages, Overtime pay, Salaries, Teachers, Wages."
                    }
                ]
            },
            {
                "criterion": "applies_if",
                "label": "Applies if",
                "answer": "You treat any employee as exempt from minimum wage and overtime as an executive, administrative, professional, outside sales or computer employee.",
                "kind": "inference",
                "kind_label": "Our analysis",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "SUMMARY",
                        "excerpt": "implementing the exemptions from minimum wage and overtime pay requirements for executive, administrative, professional, outside sales, and computer employees."
                    }
                ]
            },
            {
                "criterion": "action",
                "label": "Action",
                "answer": "Confirm exempt pay meets $684 per week and $107,432 for highly compensated employees; no new steps.",
                "kind": "recommendation",
                "kind_label": "Our suggestion",
                "evidence": [
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.600(a)",
                        "excerpt": "an employee must be compensated on a salary basis at a rate of not less than $684 per week"
                    },
                    {
                        "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                        "locator": "29 CFR 541.601(a)(1)",
                        "excerpt": "an employee with total annual compensation of at least $107,432 is deemed exempt"
                    }
                ]
            }
        ],
        "open_questions": [
            {
                "question": "Does an employer owe anything for the period from July 1, 2024 until the courts vacated the 2024 rule, when the higher $844 per week level was in effect?",
                "context": "The document says the 2024 rule took effect on July 1, 2024 and was later vacated, but it does not address that period."
            },
            {
                "question": "Will the Department of Labor propose new salary thresholds for the overtime exemptions?",
                "context": "The Department says this amendment does not foreclose future notice and comment rulemaking, but it announces no plan or timeline."
            }
        ],
        "events": [
            {
                "event_type": "originating_action",
                "label": "Issued",
                "occurred_on": "2026-05-15",
                "summary": "Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees; Implementation of Federal Court Judgments",
                "source": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and"
            }
        ],
        "corrections": [],
        "sources": [
            {
                "label": "Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees; Implementation of Federal Court Judgments, 91 FR 27833 (May 15, 2026)",
                "publisher": "Federal Register",
                "role": "primary",
                "url": "https://www.federalregister.gov/documents/2026/05/15/2026-09839/defining-and-delimiting-the-exemptions-for-executive-administrative-professional-outside-sales-and",
                "pdf_url": "https://www.govinfo.gov/content/pkg/FR-2026-05-15/pdf/2026-09839.pdf"
            }
        ]
    }
}