In its Fall 2015 Semiannual Regulatory Agenda, published last week, the U.S. Department of Labor (DOL) estimated a July 2016 timetable for the publication of the Final Rule containing the agency’s changes to the “white collar” overtime regulations.  As discussed in the July 2015 notice of proposed rulemaking and as reported in our prior blogs, the revised regulations are expected to increase the minimum salary required for exemption as an executive, administrative, or professional employee; to increase the minimum total annual compensation required for exemption as a “highly compensated employee”; and to establish a mechanism for automatically updating these minimum salary and compensation levels going forward.  Once the final rule is published, employers are likely to have at least 60 days to come into compliance before the new rules become effective.