On November 15, 2024, the U.S. District Court for the Eastern District of Texas struck down the Department of Labor’s (DOL) regulation that raised the salary threshold for white-collar overtime exemptions. This ruling nullifies both the increase that took effect on July 1, 2024, and the planned increase scheduled for January 1, 2025. The threshold now reverts to $35,568 annually, retroactively applied as of July 1. This decision may have organizations wondering if they should reconsider their recent adjustments to staff compensation. 

Read more about the reversal here, here, and here. 

Many of our UMCRM camp and retreat organizations worked diligently to comply with the now-invalidated FLSA updates, making significant changes to salary structures to meet the July 2024 threshold of $43,888. These changes demonstrated a commitment to fair compensation and the well-being of staff.  

As this ruling rolls back salary requirements, it may be tempting to reverse recent adjustments. The UMCRM Association encourages our member ministries to view it instead as an opportunity to reinforce your commitment to fostering healthy work environments. Maintaining or enhancing the compensation levels established these past several months not only demonstrates your organization’s values but also strengthens staff retention, morale, and program delivery, ultimately fostering deeper connections with campers and retreat guests.

Leverage the OMC Salary Study

UMCRM, in partnership with OMC (the Outdoor Ministries Connection), conducted a detailed salary and compensation study across 240 outdoor ministry organizations. The findings provide comprehensive benchmarks for roles ranging from Executive Director to Program and Maintenance staff. Key takeaways highlight the strong correlation between an organization’s annual budget and compensation levels, offering a critical framework for boards and leaders to evaluate and plan for equitable pay.  

View the full report or explore the interactive tool 

Utilizing the insights from the salary survey, you can ensure your staff's compensation is competitive, fair, and reflective of the work they do. Whether your budget is modest or robust, this study offers actionable guidance tailored to the diversity of our ministries.  

Next Steps: 

• For Directors and Executives: Engage with your board to review your organization’s compensation strategy in light of this ruling.  

• For Boards: Access the OMC Salary Study to benchmark your pay scales and explore long-term adjustments that align with your mission and values.  

• For Staff: Advocate for fair compensation by sharing this resource and its insights with your leadership teams.  

While the regulatory landscape may shift, our commitment to the people who make ministry possible remains steadfast. This ruling provides an opportunity to double down on creating workplaces that nurture not just the spirit, but the livelihood of those who serve our ministries.  

For more information about the OMC Salary Study or additional resources, please contact UMCRM. Together, let’s continue building strong and sustainable ministries.