Let’s See If We Can Sort Out This Overtime Bill Madness

One of the most difficult exasperations of realise a news article smash on Twitter is that I always appreciate the response first, which sends me into a blind panic until I look up the actual story on no fewer than four major word outlets. For speciman, today, my part feed was filled with people losing their sentiments about the government taking away our overtime.

Twitter

The gist was that they were killing overtime remuneration and supplanting it with paid time off. And after several minutes of perforating my check and screaming curses at The Man, I started looking into it.

It actually went more disorient from there. CNN raced a story that — unless I’m just a bad book — develops across like employers will make the decision of determining whether you receive overtime remuneration( experience and a half) or paid trip days. At least, that’s the ambiance I went from it. NBC moved a little deeper into the bill and pointed out that this is a hand-picked that employees get to conclude — not one that’s pressured by their boss. USA Today moved a little further and was noted that it “wouldve been” illegal for employers are required to pressure you into making a choice you don’t want to draw. The Washington Post moved further still, basically suggesting, “By the behavior, that paid time off? It’s also paid at the time and a half rate.” So in a matter of a few instants, I moved from contemplating “Jesus Christ, they’re parting their boners right at us ! ” to “Wait, what? ”

So what’s the big deal? What does the invoice actually suppose, and how will it consequence you? Let’s start with a disintegration of the actual invoice 😛 TAGEND

– It’s aimed at hourly payment craftsmen in the private sector, which basically intends any for-profit business that’s not owned by the government. Which is of most of you reading these texts … probably while at work. Don’t worry, I won’t tell anyone. Yet.

– The hire has the choice to accept either experience and a half overtime remuneration like normal, or they can choose paid time off — also at a rate of experience and a half.

– The paid time off is worked out with you and the employer, but if you reach the end of the year without taking those days off, they have to pay you for it by January 31. The supervisor are also welcome to mark when that year-long timetable inaugurates and ceases. So as a general rule, it would be from January through December. But they can say, “Our yearly cycles/second proceeds from April of this year to March of next.” All of this is negotiated upfront so the employer can’t come back and suppose, ” My time starts in June of 2017 and doesn’t purpose until the sunbathe explosion! Eat it, dickface! ”

– You have to be continuously employed with that company for a year and accrue 1,000 hours with them before you can be offered the time off alternative. You can also have a maximum of 160 hours of paid time off. So your dreams of stockpiling hours and getting a year of trip with time-and-a-half remuneration is off the table. I know, it shifted my face into the literal pathetic emoji, too.

– If you accrue over 80 hours of paid time off, the employer can step in and suppose, “We’re giving you fund for everything past that 80, instead of more time off. We need you on the flooring; these dildos aren’t going to conclude themselves.” They have to give you 30 days notice if they do that.

– If you get a foster or a demotion before you make your paid time off, you get paid experience and a half for whichever remuneration scale is the biggest. So if you get 40 hours of paid time off while making a million dollars per hour, and then the company is like “That’s way too much fund. Let’s cut that down to$ 9 per hour, ” you get paid at the million-dollar rate.

– If you change your head about the paying days off, you can asking the actual overtime fund. You have to give the company 30 days notice, so you’re not just storming into the manager’s power and shout, “Where’s my fund, butthole ?! I don’t need time off … I need to get my sip on! ”

– The company can’t pressure you( bullying, threats, suplexes) into making a choice you don’t want. If you’re fired or discontinue, and you have paid time off under your loop, you get paid for that.

– The supervisor can dictate when you use that time off, but that’s a part of the negotiation. So if you save up a crapload of experience, they can say, “You can’t make that time off in March, because production of rabbit-shaped vibrators triples as we approach Easter. We need you on the flooring, putting on the little bunny ears.”

In ideology this sounds like a good happening to me. I know many harbours on the verge of mental disturbances because they are always on the clock. I know refinery workers who bring home their paychecks in a wheelbarrow, but they work such long hours, they’re luck if they even be kept in mind that they have girls. I know video game designers who have actual, literal berths in their agencies because when crunch time smacks, missing that single deadline can terminate their business on the spot. Most of them would absolutely prefer a day off at experience and a half eventually down the line over working for that same time and a half and getting it on the next paycheck.

Here’s the problem, though. I’ve drove a much of shitty undertakings. I’ve witnessed the behavior employers influence and mandate overtime. I’ve witnessed administrators illegally shift the overtime hours to the following week’s paycheck in order to make their numbers gape better for the corporate power. And I’ve witnessed construction workers keep quiet about it because although there are the company can get into major law hardship for it, reporting it is able to impair their next raise or publicity. Yes, that’s highly illegal. But they know( as I knew when I was getting the high hard one freedom in the pooper) that the manager is still a human, and his weak-willed psychology will put you in a mental folder differentiated “Not a team player.”

I’ve witnessed the behavior they subtly influence craftsmen into putting in the additional experience, extremely. I used to work at a Walmart distribution center, and the schedule was supposed to be four days a week at ten hours per day. Most of the time, I drove 12 -1 4 hours. Nothing set a gun to my heading. Nothing threatened to fire me. They just extremely categorically stated, “We have a few more shipments that need to go out. It’ll make approximately two hours if everyone stays.” I could have clocked out right then and technically not gotten in hardship. But I also knew that everyone who stayed would be put in the “good little craftsman — I’ll remember that” category, and I wouldn’t.

I’m not saying that this will be a rampant problem. I’m saying that we can expect that corruption and dickfacery to happen on the same elevation that it once does. At the same experience , no, I don’t believe this is the death of overtime. I spoke the invoice, and there appeared to make sense to me. So am I just seeing it mistaken? Is something going over my heading? Am I being naive in thinking that this benefits workers? Should I be in a panic right now?

Wait, I’m paid on salary. Never mind.

John Cheese is the head of row for Cracked. He also hangs out behavior too much on Twitter .

Read more: http :// www.cracked.com/ blog/ the-no-b.s.-guide-to-bill-that-changes-overtime-laws /

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