As we wait for the Department of Labor to publish the final rules for proposed overtime changes in 2016, companies should take this opportunity to begin reviewing employees and positions that may be impacted. An analysis of full-time exempt employees who may fall below the new salary thresholds can be reviewed, with cost implications for raising salaries versus paying overtime. In addition, this is a good time to review job descriptions for this population to ensure they accurately describe the duties and responsibilities of the position, and see if they quality for exemption under the duties test. Finally, communications can start to be drafted, to inform impacted employees about the change in classification, and the impact it may have on any policies, such as time off, merit increases, bonus opportunities, etc.