In August, I wrote an article summarizing the Fair Labor Standards Act and how new regulations expanding overtime protections for the American workforce might affect churches. These new regulations were set to go into effect on December 1, 2016.

Since writing my article, two lawsuits were filed to block the implementation of these regulations. A lawsuit filed by 21 states successfully obtained an emergency nationwide injunction on November 22, 2016, thus preventing the new regulations from taking effect on December 1, 2016.

The U.S. Department of Labor is continuing its efforts to implement the new overtime regulations by appealing the judge’s injunction. Although they requested an expedited appeal schedule, it is unlikely that the case will be resolved prior to President-elect Donald Trump’s inauguration on January 20, 2017. If the appeal is not concluded by then, a Trump administration could choose to continue the appeal or to withdraw it. If the Trump administration withdraws the appeal, the injunction remains intact and the federal overtime regulations unchanged.

Many churches reviewed their employee job descriptions, pay rates, and workloads in anticipation of the new regulations. If your church did not, consider doing so in preparation for the next budget cycle. Even though these specific regulations may never be implemented, it remains a good stewardship practice for all churches to periodically review employee job descriptions, pay rates, and workloads.

Jennifer Hawks is the Associate General Counsel at the Baptist Joint Committee for Religious Liberty. She is a graduate of Baylor’s George W. Truett Theological Seminary and a member of the U.S. Supreme Court, Texas, and Mississippi bars.