In a recent legal shake-up, a federal judge in Texas has vacated the U.S. Department of Labor’s (DOL) updated overtime rule for 2024, restoring the salary threshold for overtime eligibility to $35,568. This decision has direct implications for residential cleaning businesses across the nation, affecting both owners and employees.
Here’s what cleaning business owners need to know about the changes and how to adapt to ensure compliance while maintaining profitability.
What Happened?
The Fair Labor Standards Act (FLSA) requires businesses to pay overtime to employees working more than 40 hours per week, with exemptions for certain executive, administrative, and professional (EAP) roles. These exemptions depend on employees meeting specific criteria, including a minimum salary threshold.
In 2024, the DOL raised the salary threshold to $43,888 (with a planned increase to $58,656 in 2025) and introduced an automatic adjustment every three years. However, on November 15, U.S. District Court Judge Sean Jordan ruled this increase unlawful, stating that it overstepped the department’s authority. As a result, the threshold reverts to $35,568.
How Does This Impact the Residential Cleaning Industry?
Residential cleaning businesses often operate on tight profit margins while managing a mix of hourly employees, salaried office staff, and administrative professionals. Here’s what the ruling means:
- Salaried Office Staff May Remain Exempt
For residential cleaning businesses employing administrative or managerial staff on a salary basis, the $35,568 threshold allows for continued exemption from overtime requirements, provided other criteria are met. - Hourly Cleaners Are Unaffected
Most cleaning technicians are paid hourly and are already entitled to overtime. This ruling does not change their eligibility but reinforces the importance of tracking hours worked. - Cost of Compliance
Businesses that previously adjusted their budgets to accommodate the higher threshold will need to revisit their payroll structures. For some, this may offer a financial reprieve; for others, the inconsistency in rules creates administrative headaches.
Next Steps for Cleaning Business Owners
To stay ahead of compliance issues while managing labor costs effectively, cleaning business owners should consider the following:
- Audit Payroll Practices
Ensure all salaried employees meet the requirements for exemption under the restored $35,568 threshold. For those who fall below the threshold, plan to either adjust salaries or implement overtime tracking. - Review Job Classifications
Cleaning businesses often have roles that blur the lines between exempt and non-exempt classifications. Clear definitions of responsibilities and pay structures are crucial. - Leverage Technology for Efficiency
Tools like MaidCentral help automate labor tracking, overtime calculations, and compliance with labor laws, giving cleaning businesses a competitive edge. - Stay Informed
Legal challenges to labor regulations are common. Be prepared for potential appeals or future rule changes that could impact how you manage your workforce.
Balancing Compliance with Profitability
The decision to vacate the 2024 overtime rule brings both relief and challenges. While it offers some breathing room for cleaning business owners, it also highlights the importance of staying nimble in response to changing regulations.
By prioritizing fair labor practices, optimizing scheduling, and leveraging the right tools, residential cleaning businesses can adapt without sacrificing profitability. The key is proactive planning and keeping employees informed to maintain trust and morale.
