Havent been informed of either yet.

 

So you just felt like it was a good opportunity to thank Trump, noted.

Should we assume some of those who are impacted voted for Mr Trump? Are they strong enough supporters to overlook a law re-write if should occur?

 

It's fair to assume some are Trump supporters. We try to balance work as best we can. The reality is these employees will be more upset to clock in/out then any OT benefit. That is a freedom/benefit to being salaried.

So you just felt like it was a good opportunity to thank Trump, noted.

 

Seeing as my salary is below that threshold, a move would have had to been made. Now, that's not the case. So yes, note that.

It's fair to assume some are Trump supporters. We try to balance work as best we can. The reality is these employees will be more upset to clock in/out then any OT benefit. That is a freedom/benefit to being salaried.

True there are some benefits to being salaried that go beyond pay. My company for instance, if you were salaried, paid full salary for up to 13 weeks Leave of Absence. If you had to miss for any reasonable reason you didn't always have to make up that time...that said, if the crap was hitting the fan you could be expected to work some crazy hours until the mess was resolved.

Seeing as my salary is below that threshold, a move would have had to been made. Now, that's not the case. So yes, note that.

 

I figured as much, just wanted to be clear.

We just finished our review if Salaried, Non-Exempt associates and while this is going to be a change and some think it's bad, I think it's good. My industry has been notorious for moving people to a low salary to avoid overtime, most notably in Food & Beverage. As JD illustrates, people have taken those jobs knowing what it entailed, but that doesn't make it right.

 

In our case, our ownership has been aware and working on this for several months. A few people who are near the salary threshold have been bumped up. The bulk, though, will remain under the threshold. They will never receive less than their salary base, but will receive OT when working over 40 hours in a week. They will need to use PTO if missing days (punches), but if they actually show up and punch in, and only work 38, they still get paid for 40.

 

This really means we have to actively manage the schedules of our employees, and pay attention to the time they are working.

 

Another tandem we are working on is the time we have traditionally encroached upon by expecting individuals to be available 24x7 for phone calls and/or emails. Even if an employee isn't at the work site, if they are called or required to address an email, and it's an encounter that is more than a few minutes, that time counts in their OT calculation.

 

In our case, we have identified areas where we really should hire more people, because we have people basically working the hours of two people. No one paid attention to what was happening before.

 

This change doesn't affect me personally, except in how I manage my staff. But the leadership where I work has embraced this as a good change and I really feel lucky that they do.

 

Also, I have no idea who among those affected voted for Pres Trump. But with almost 300 people affected, I'd say it's safe to assume some did.

12/1 date now in question.

Forbes Welcome

I will be watching how this plays out very closely.

Federal judge blocks Overtime rule.

 

Judge blocks Obama rule extending overtime pay to 4.2 million U.S. workers

| Reuters

My wife was not happy about this law.

 

Her company informed them about it a couple weeks ago. She had just received a raise and was moved to salaried, only to find out that many of the benefits that her company offers to salaried people will no longer be given to her because she'd be transitioned back to hourly. The salary benefits FAR outweigh the ability to get OT pay.

 

Will be interesting to see if her company goes through with the changes they've planned or keeps things as is until this is all sorted out.

I'd assume a lot of companies that have done all the lead-in work towards making the transition will go ahead and make the change anyways. Guess time will tell.

My wife was not happy about this law.

 

Her company informed them about it a couple weeks ago. She had just received a raise and was moved to salaried, only to find out that many of the benefits that her company offers to salaried people will no longer be given to her because she'd be transitioned back to hourly. The salary benefits FAR outweigh the ability to get OT pay.

 

Will be interesting to see if her company goes through with the changes they've planned or keeps things as is until this is all sorted out.

 

 

I think that it would be a company by company decision, how they handle it. As I described above, none of our SNE employees were moved back to hourly. The difference for them where I work, is that they clock in and out. Other than that, everything is the same until they go over 40 hours, then OT kicks in. If they work less than 40, say 35 or so, they still get paid for 40.

 

I agree this will be interesting. And as to your other post, since the law was to take effect Dec 1, we started this effective 11/18, because that would be the beginning of the pay period that would be paid the 1st week of December.

 

We're in too deep. We kinda hafta keep going. :lol2:

We're in too deep. We kinda hafta keep going. :lol2:

 

My company sent out an email saying all changes that were going to go into effect are immediately suspended.

My company sent out an email saying all changes that were going to go into effect are immediately suspended.

 

It appears we're going to leave our changes in place. I know we spent about 4 months evaluating positions, duties and formulating how we were going to implement the changes as well as inform the employees. Looks like we'll just go ahead and go with it for now.

As far as I know our company has done nothing to address this yet. More than likely due to being on our third HR director in 4 months, lol.