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Valiant Dancer
Forum Goalie
USA
4826 Posts |
 Posted - 05/12/2003 : 08:50:12 [Permalink]
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quote:
Originally posted by walt fristoe
Yet another assault on the workers of this nation, in favor of corporate oligarchs:
The GOP's Great Mother's Day Prank
I researched this when it was mentioned three weeks ago on the Augusta Chronicle message board. The bills are as follows.
HR1119 Family Time Flexibility Act
Comp time provision
One and one half hours per one hour overtime worked can accrue at the employees discresion. A maximum value of 160 hours can be earned per calendar year after that comp time is not available to employees. Any unused comp time accrued and not taken by December 31st must be cashed out by the company as of that date with monetary compensation occurring no later than January 31st. The employer has the right to cash out unused comp time in anyones accrual bank in excess of 80 hours at the employers discresion. Participation in the comp time provision is voluntary on the part of the worker and employer. In the case of union shops, the union must agree to the provision as part of a collective bargaining agreement. Unlike other time banks, the employee may request in writing to discontinue a comp time agreement and be compensated for that time within 30 days.
Comp time under this proposed law is also a per event agreement, that is the employee must agree to the comp time trade off in lieu of overtime pay before the work is to be done. It cannot be given in lieu of overtime pay as a condition of employment nor at the employer's insistance. Neither can the employee be forced to take the comp time by the employer. At cash out, the employee is paid at the rate of pay that the comp time was earned or the rate of pay at the time the comp time is paid out whichever is higher.
S237
Amends 29 USC 213(a) to make pre-construction, construction, and post-construction architects, landscaping architects, engineering evaluators, surveyors, construction technology, and land use planners (all of which require 4-year degree or greater, professional licensure, professional certification, or at least 8 years of similar work experience) exempt employees.
S292
Amends 29 USC 213(a) to make licensed funeral directors and licensed embalmers exempt employees.
S317 Family Time and Workplace Flexibility Act
Has the same provisions that is in HR1119 plus the following.
Gives employers latitude to shift as much as 10 hours of work time from one work week to the next in a bi-weekly pay period without paying overtime. Must be part of a voluntary agreement by employees. In union shops, the provision must also be acceptable in a collective bargaining agreement. Basic work requirement no longer 40 hrs/week, but 80 hrs/week. Max hours shifted from one week to another is ten hours. (i.e. 50 hrs one week followed by 30 the next.) Potential is of pooling hours across pay periods so that hours worked per employee could be 30-50-50-30 but only if the employee agrees to it. May not be a condition of employment.
S495
Alledgedly amends 29 USC 213(a) to exempt system administrators, computer programmers, and systems analysts who make no less than $27.63 per hour (comes out to $57,500 yearly, heck, I don't even make that and I'm already an exempt employee) to make them exempt from overtime and minimum wage.
Source: http://thomas.loc.gov/home/c108query.html
Article that was quoted to start that discussion: http://www.aflcio.org/yourjobeconomy/ns04022003.cfm
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Cthulhu/Asmodeus when you're tired of voting for the lesser of two evils
Brother Cutlass of Reasoned Discussion |
| Edited by - Valiant Dancer on 05/12/2003 08:50:54 |
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Topic Locked
