Note: The new law discussed in this post was blocked the day before it was set to go into effect.

The new overtime rules that we’ve been talking about here for the last month were finally released by the Department of Labor today. This is no longer speculation; these rules are now final and will go into effect on December 1.

The changes will require an additional 4.2 million American workers to be paid overtime if they work more than 40 hours in a week.

Specifics on the new rules:

Employers must pay overtime (time and a half) for work beyond 40 hours in a week to all workers earning up to $913 per week or $47,476 annually .

. Up to 10% of the salary level used to make the calculation can come from non-discretionary bonuses, incentive payment, and commissions. (Previously, there’s been no provision to count those.)

The salary and compensation levels will be updated every three years, to meet the 40th percentile of full-time salaried workers in the lowest-wage Census region (currently the South).

No changes were made to the “duties test” to determine exemption.

So, what does this mean for you?

If you currently earn $47,476 or more: This doesn’t change anything for you.

If you currently earn less than $47,476 and are currently classified as non-exempt (meaning you’ve been legally required to get overtime pay all along): This doesn’t change anything for you.

If you currently earn less than $47,476 and are exempt (meaning you previously haven’t been subject to overtime laws): You’re in the group impacted by this. You will now be required to receive overtime pay (time and a half) for any hours over 40 that you work in a week. You will also be required to start tracking your hours, including things like logging into your work email from home. In addition, you may see some or all of the following from your employer: