TwoTone
08-20-2004, 07:49 AM
This is the first i hear of any of this.
http://www.aflcio.org/yourjobeconomy/overtimepay/mythsfactsheet.cfm
MYTH: Under the Bush Administration’s new overtime laws, very few if any workers making between $23,660 and $100,000 a year will lose overtime eligibility.
FACT: The new Bush Administration overtime laws are written such that many workers who currently earn overtime pay in this pay range are likely to lose it. For example:
Concurrent Duties—Under the old rule, an employee who spent a substantial amount of his or her time on nonexempt work but who also performed some exempt supervisory duties generally remained eligible for overtime pay (under old rule 541.116). Under the new rule, that person will generally be an exempt executive, and not eligible for overtime pay. (New section 541.106)
EXAMPLE—An assistant manager in fast-food, grocery or retail may spend most of his or her time performing “line” duties, like burger flipping or ringing up customers, but still be “in charge” of other workers at the same time. Under the old rule, many of these workers still received overtime pay. Under the new rule, they may very well lose their overtime pay, even if they make as little as $23,660 a year—a wage that qualifies a family for food stamps.
Salary Basis Test—The old rule required an employer to pay a worker a salary in order to deprive the worker of the right to overtime pay. The new rule (541.604) defines salary as an hourly wage, so long as the employer guarantees a minimum wage that bear a loose relationship to hourly compensation.
EXAMPLE—Registered nurses (RNs) are very likely to lose their overtime pay rights. RNs’ work satisfies the duties test for professionals, but they are paid hourly, and they don’t have much freedom to come and go. If they come in to work late, they are docked an hour’s pay, for example. They used to receive overtime pay for the many hours of overtime they are required to perform. Under the new rule, they are likely to lose that right.
There are many other examples of how workers in this salary range are likely to lose overtime pay rights. In general, the final overtime regulation will have an especially large impact on workers with minimal supervisory or “leadership” responsibilities, workers who perform minimal amounts of administrative work, workers with special skills, and certain kinds of employees in the computer field.
.....Less Jobs....Jess of a chance to make a decent paycheck too.......
TT
http://www.aflcio.org/yourjobeconomy/overtimepay/mythsfactsheet.cfm
MYTH: Under the Bush Administration’s new overtime laws, very few if any workers making between $23,660 and $100,000 a year will lose overtime eligibility.
FACT: The new Bush Administration overtime laws are written such that many workers who currently earn overtime pay in this pay range are likely to lose it. For example:
Concurrent Duties—Under the old rule, an employee who spent a substantial amount of his or her time on nonexempt work but who also performed some exempt supervisory duties generally remained eligible for overtime pay (under old rule 541.116). Under the new rule, that person will generally be an exempt executive, and not eligible for overtime pay. (New section 541.106)
EXAMPLE—An assistant manager in fast-food, grocery or retail may spend most of his or her time performing “line” duties, like burger flipping or ringing up customers, but still be “in charge” of other workers at the same time. Under the old rule, many of these workers still received overtime pay. Under the new rule, they may very well lose their overtime pay, even if they make as little as $23,660 a year—a wage that qualifies a family for food stamps.
Salary Basis Test—The old rule required an employer to pay a worker a salary in order to deprive the worker of the right to overtime pay. The new rule (541.604) defines salary as an hourly wage, so long as the employer guarantees a minimum wage that bear a loose relationship to hourly compensation.
EXAMPLE—Registered nurses (RNs) are very likely to lose their overtime pay rights. RNs’ work satisfies the duties test for professionals, but they are paid hourly, and they don’t have much freedom to come and go. If they come in to work late, they are docked an hour’s pay, for example. They used to receive overtime pay for the many hours of overtime they are required to perform. Under the new rule, they are likely to lose that right.
There are many other examples of how workers in this salary range are likely to lose overtime pay rights. In general, the final overtime regulation will have an especially large impact on workers with minimal supervisory or “leadership” responsibilities, workers who perform minimal amounts of administrative work, workers with special skills, and certain kinds of employees in the computer field.
.....Less Jobs....Jess of a chance to make a decent paycheck too.......
TT