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I'm mixed on this. Im not in favor of diktats from DC. But at the same time, a lot of employers have been abusing the hell out of labor rules by calling someone a "manager" so they can work them 70 hours per week with no overtime at a low wage Retail is notorious for this.
Yes; it seems some look for any excuse to rain on Obama.
This rule should not put anyone out of business unless you are simply abusing your employees. How about this ? If you have a salaried employees making < $47K just don't work them over 40 hours per week OR pay them 1.5 if they need to work a few hours over 40. Both my kids work retail, most of the employees at their (large) places of employment get <30 hours per week. Why is that ? Because the companies (large and profitable) do not want to pay benefits for their low paid staff. How is that a good thing ? So instead both kids get to stay on Mom's HC plan until they get their own full time jobs or age 25, whichever comes first (another Obama regulation).
Regulations like these are long overdue. $15/hr in Manhattan, KS or Enid, OK may be too much and should be left up to the states but this overtime rules has long been needed.
Yes; it seems some look for any excuse to rain on Obama.
This rule should not put anyone out of business unless you are simply abusing your employees. How about this ? If you have a salaried employees making < $47K just don't work them over 40 hours per week OR pay them 1.5 if they need to work a few hours over 40. Both my kids work retail, most of the employees at their (large) places of employment get <30 hours per week. Why is that ? Because the companies (large and profitable) do not want to pay benefits for their low paid staff. How is that a good thing ? So instead both kids get to stay on Mom's HC plan until they get their own full time jobs or age 25, whichever comes first (another Obama regulation).
Regulations like these are long overdue. $15/hr in Manhattan, KS or Enid, OK may be too much and should be left up to the states but this overtime rules has long been needed.
No, it has never been needed. If you do not like your job find another one.
No, it has never been needed. If you do not like your job find another one.
Yes it certainly has been needed. Most people don't have the option to just "find another job" if they don't like the one they have. Times are hard and people need to eat and pay bills. They can't just up and quit like you seem to think they can. It's just not feasible. Would you prefer them to simply quit and be on the government dole? Do people in your world change jobs like most people change underwear?
I don't think you understand what's going on here. These OT rules are rights that every worker in the US is entitled to. Certain employers are abusing them for self serving purposes. The government is making an effort to see that the workers in this country are treated fairly and not being denied their rights. Why would you oppose something like that unless you are an employer?
Kloha, of Midland, Michigan, prides himself on running a clean and honest business, Circle K Service Corp., that has grown for nearly 30 years.
But after the Obama administration issued a regulation last month raising the salary threshold for employees eligible for overtime pay, he’s found himself in a bind.
Under the Department of Labor’s new rule, beginning Dec. 1 any employee making up to $47,476 a year must receive overtime pay.
...
To abide by the new rule, Kloha said, he’s likely going to have to switch the salaried workers making less than $47,476 to hourly, something he doesn’t want to do.
His other option — raising those employees’ salaries to more than $47,476 — isn’t feasible.
“There’s a disconnect between Washington and the rest of the country and what reality is,†Kloha said:
I’m in Michigan. It’s a rural area. We have [industry] and everything, but it’s not urbanized like Washington, D.C., or New York City. Salaries in the range of 35, 40, $50,000 are good wages. With my salaried people, we have an agreement that we come together on what the salary is and what’s expected to do the job. I don’t abuse them, and they don’t abuse their salaried position. My employees are seeing [the switch to hourly] as a demotion.
Here again are government "experts" telling people how to run their business. The old threshold was just above $23K for an annual salary. The administration initially wanted it to be $50,440.
They say it puts more money in people's pockets. There are two sides to that. This implies that business owners will take the loss... that's not going to happen. Business owners have to adjust based on their own individual bottom line. This also affects charitable organizations and colleges as well. Companies are not going to do full time benefits and overtime. Which probably means many people will be moved to hourly employment and lose their benefits.
No individual companies in the Obama Administration... one size fits all. Terrible...
Become self employed and all this goes away. You get to set your own destiny and worth to the world as a side benefit.
This is 2016 not 1816. If you do not like that, then you should build a time machine to take you back to 1816 where you can work 72 hours a week for < $2. Enjoy.
It get's really screwy when you have someone who get's a productivity bonus or some sort of small commission on top of their hourly wages. I'm not talking sales people, who are generally exempt, but other employees who are paid primarily hourly, but also get a smaller incentive payment that varies based on performance. If they get any overtime, you have to give them a proportional increase in the bonus/commission. It's a bit of nightmare to track, especially if the salary payment periods and the bonus/commission periods don't nicely overlap. (For example, we pay hourly & salary wages bi-weekly, but commissions and bonuses monthly.)
We have quite a few people on salary right now specifically because of this hassle. We structure their salary based on what they would have earned at a particular hourly wage including an average anticipated amount of overtime. Hourly wages will be set and commissions/bonuses adjusted so that we'll be paying them the same as we're paying them now. The only difference is that my HR department's workload will be increased substantially.
It get's really screwy when you have someone who get's a productivity bonus or some sort of small commission on top of their hourly wages. I'm not talking sales people, who are generally exempt, but other employees who are paid primarily hourly, but also get a smaller incentive payment that varies based on performance. If they get any overtime, you have to give them a proportional increase in the bonus/commission. It's a bit of nightmare to track, especially if the salary payment periods and the bonus/commission periods don't nicely overlap. (For example, we pay hourly & salary wages bi-weekly, but commissions and bonuses monthly.)
We have quite a few people on salary right now specifically because of this hassle. We structure their salary based on what they would have earned at a particular hourly wage including an average anticipated amount of overtime. Hourly wages will be set and commissions/bonuses adjusted so that we'll be paying them the same as we're paying them now. The only difference is that my HR department's workload will be increased substantially.
You put people on salary for the sole purpose of getting around the issue you described? Just curious.
No it is not, and the self employed are setting their own schedules; they can work 24/7 or five hours a week. No one is hanging their job over their head if they do not donate free time to the company.
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