Cantor proposes flexibility for hourly workers.

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Bushwhacked

Seattle, WA

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#29
Feb 28, 2013
 
Only if the employee is guaranteed the choice, to take OT or Comp time.(And comp time is AUTOMATICALLY liquidated for 1 1/2 time cash if not used within 10 days.) The money owed would be banked.

I could see an employer who was planning bankruptcy putting everyone on comp for 6 months and then closing the doors. It would be the ultimate wage theft.

Employees are last in a bankruptcy proceeding for recouping lost wages.

Just like the Hostess pension money !

Employers will assign comp and the employee is in effect taking a pay cut.(It's a prescription for wage theft.)

The mythical PO that he cites probably receives sick leave already. Asking someone to bank CT to use for illness is bad policy.

We should counter propose 5 guaranteed sick days per year!
non-starter lies again

Minneapolis, MN

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#31
Feb 28, 2013
 

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Overtime pay is not used when figuring out how much you will pay in dues.

http://www.seiu205.org/join/Default.aspx
non-starter

Burnsville, MN

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#32
Feb 28, 2013
 

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At SEIU 503, they use gross pay.

How much are union dues? What are they for?
The dues rate is set by a membership vote. In SEIU/OPEU the dues rate for this local is 1.7% of your gross pay plus $2.75 per month.

It takes money to run an organization, like a church, a club, or a union. Union dues pay for contract negotiation expenses, office and support services, legal services, union newsletters and other communications, training for stewards and members, and organizing.

http://www.seiu503.org/about-seiu/join-seiu/w ...
non-starter lies again

Minneapolis, MN

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#33
Feb 28, 2013
 

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Overtime pay is not used when figuring out how much you will pay in dues.

http://www.seiu205.org/join/Default.aspx
non-starter

Burnsville, MN

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#34
Feb 28, 2013
 

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non-starter lies again wrote:
Overtime pay is not used when figuring out how much you will pay in dues.
http://www.seiu205.org/join/Default.aspx
I posted my link, you posted yours. They are in direct opposition, why? Local units of SEIU set their own methods to collect union dues. I never claimed all unions claimed dues on overtime pay, but you have claimed the opposite and been proven wrong. You are the weakest link. Good bye.
non-starter lies again

Minneapolis, MN

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#35
Feb 28, 2013
 

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non-starter wrote:
<quoted text>Caught you in another outright lie, slewchebag.
How much are union dues? What are they for?
The dues rate is set by a membership vote. In SEIU/OPEU the dues rate for this local is 1.7% of your gross pay plus $2.75 per month.
It takes money to run an organization, like a church, a club, or a union. Union dues pay for contract negotiation expenses, office and support services, legal services, union newsletters and other communications, training for stewards and members, and organizing.
http://www.seiu503.org/about-seiu/join-seiu/w...
Doofus, that is a local in OREGON. Locals in Minnesota don't charge dues based on overtime. Neither does the local in Oregon likely.

Caught you in another lie again!
Bushwhacked

Minneapolis, MN

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#36
Feb 28, 2013
 
Bushwhacked wrote:
Only if the employee is guaranteed the choice, to take OT or Comp time.(And comp time is AUTOMATICALLY liquidated for 1 1/2 time cash if not used within 10 days.) The money owed would be banked.
I could see an employer who was planning bankruptcy putting everyone on comp for 6 months and then closing the doors. It would be the ultimate wage theft.
Employees are last in a bankruptcy proceeding for recouping lost wages.
Just like the Hostess pension money !
Employers will assign comp and the employee is in effect taking a pay cut.(It's a prescription for wage theft.)
The mythical PO that he cites probably receives sick leave already. Asking someone to bank CT to use for illness is bad policy.
We should counter propose 5 guaranteed sick days per year!
Slewsie dear, did you get paid overtime before you got fired from the Post Office?
non-starter

Burnsville, MN

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#37
Feb 28, 2013
 

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non-starter lies again wrote:
<quoted text>
Doofus, that is a local in OREGON. Locals in Minnesota don't charge dues based on overtime. Neither does the local in Oregon likely.
Caught you in another lie again!
Are we having a debate about union dues and federal legislation you say is proposed, or state legislation. I didn't know you were claiming that Cantor was going to introduce Minnesota state legislation now. The lie is still firmly in your court.
non-starter

Burnsville, MN

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#38
Feb 28, 2013
 
Yet today, the federal government has a patchwork of over 47 different overlapping programs that are not dynamic or innovative enough to meet the needs of employers or potential employees. We can fix this, and we should be able to muster bipartisan support to do so.

If you’re a working parent, you know there’s hardly ever enough time at home to be with the kids. Too many parents have to weigh whether they can afford to miss work even for half a day to see their child off on the first day of school or attend a parent-teacher conference.

Federal laws dating back to the 1930s make it harder for parents who hold hourly jobs to balance the demands of work and home. An hourly employee cannot convert previous overtime into future comp-time or flex-time. In 1985, Congress passed a law that gave state and municipal employees this flexibility, but today still denies that same privilege to the entire private sector. That’s not right.

There’s a police officer at home in my district, her name is Vicki. She is working a tough job, with long hours, while raising her children. Her life is made a little easier because as a local government employee, she is permitted to work some extra hours and save it up for a sick day or a school event.

Imagine if we simply chose to give all employees and employers this option. A working mom could work overtime this month and use it as time off next month without having to worry about whether she’ll be able to take home enough money to pay the rent. This is the kind of common sense legislation that should be non-controversial and moves us in the right direction to help make life work for families.

How do you get this to read that Cantor wants to pass a federal law against overtime again?

Progressivism, for people bad at reading comprehension.

Read Cantor's whole speech in its' entirety here:

http://www.washingtonpost.com/blogs/wonkblog/ ...
Bushwhacker

Seattle, WA

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#39
Feb 28, 2013
 
BLATHERING BOI, SPAMMING ~!

Only if the employee is guaranteed the choice, to take OT or Comp time.(And comp time is AUTOMATICALLY liquidated for 1 1/2 time cash if not used within 10 days.) The money owed would be banked.

I could see an employer who was planning bankruptcy putting everyone on comp for 6 months and then closing the doors. It would be the ultimate wage theft.

Employees are last in a bankruptcy proceeding for recouping lost wages.

Just like the Hostess pension money !

Employers will assign comp and the employee is in effect taking a pay cut.(It's a prescription for wage theft.)

The mythical PO that he cites probably receives sick leave already. Asking someone to bank CT to use for illness is bad policy.

We should counter propose 5 guaranteed sick days per year!
non-starter

Burnsville, MN

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#40
Feb 28, 2013
 
Bushwhacker wrote:
BLATHERING BOI, SPAMMING ~!
Only if the employee is guaranteed the choice, to take OT or Comp time.(And comp time is AUTOMATICALLY liquidated for 1 1/2 time cash if not used within 10 days.) The money owed would be banked.
I could see an employer who was planning bankruptcy putting everyone on comp for 6 months and then closing the doors. It would be the ultimate wage theft.
Employees are last in a bankruptcy proceeding for recouping lost wages.
Just like the Hostess pension money !
Employers will assign comp and the employee is in effect taking a pay cut.(It's a prescription for wage theft.)
The mythical PO that he cites probably receives sick leave already. Asking someone to bank CT to use for illness is bad policy.
We should counter propose 5 guaranteed sick days per year!
Your rules for overtime/comp time? Don't think so. Might want to put in a provision only allowing so much comp to be accrued to prevent losing it. As for not working comp when it is offered, don't work it if you don't want to. It is amazing to all who read your posts how poorly your mind works.
Bushwhacker

Seattle, WA

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#41
Feb 28, 2013
 
We had comp time once, the management cancelled the program and we had pay we couldn't collect, because of the agreement. Funny, you've proven clueless about union dues, comp time, Boeing, AND so much else. Guess, without Faux pablum, you're a complete moron. Calling names seems to be your strength, which is ironic... A man wants to face the other person and you've avoided wagers, like the PLAGUE !!!
non-starter

Burnsville, MN

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#42
Feb 28, 2013
 
Bushwhacker wrote:
We had comp time once, the management cancelled the program and we had pay we couldn't collect, because of the agreement. Funny, you've proven clueless about union dues, comp time, Boeing, AND so much else. Guess, without Faux pablum, you're a complete moron. Calling names seems to be your strength, which is ironic... A man wants to face the other person and you've avoided wagers, like the PLAGUE !!!
So lets see, you had comp time once, didn't like how it worked out, so now all comp time is bad. Got it.
Bushwhacker

Seattle, WA

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#43
Feb 28, 2013
 
So, let's see, it didn't work and I saw the flaws first hand, but you're too stupid to know dues are on base pay..... so you're clearly a complete idiot.
non-starter

Burnsville, MN

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#44
Feb 28, 2013
 
Bushwhacker wrote:
So, let's see, it didn't work and I saw the flaws first hand, but you're too stupid to know dues are on base pay..... so you're clearly a complete idiot.
Your dues were on base pay, each union and local is different.

At SEIU 503, they use gross pay.

How much are union dues? What are they for?
The dues rate is set by a membership vote. In SEIU/OPEU the dues rate for this local is 1.7% of your gross pay plus $2.75 per month.

It takes money to run an organization, like a church, a club, or a union. Union dues pay for contract negotiation expenses, office and support services, legal services, union newsletters and other communications, training for stewards and members, and organizing.

http://www.seiu503.org/about-seiu/join-seiu/w ...

Since: Sep 11

Rogers, MN

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#45
Feb 28, 2013
 
non-starter wrote:
<quoted text>So lets see, you had comp time once, didn't like how it worked out, so now all comp time is bad. Got it.
Fooled you dude. The low information, no integrity, spelling, syntax, and comma queen has never held a job. He/she/it is independently wealthy thanks to savvy stock trading and investment strategies.
Bushwhacker

Seattle, WA

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#46
Feb 28, 2013
 
Overtime pay is not used when figuring out how much you will pay in dues.

Gross pay is what you make before any deductions. If a job is advertised at $30,000 a year, then that's the gross pay. Net pay is what's left after taxes, health benefits and other deductions are taken out of your check. So gross pay of $30,000 would become something like net pay of $22,564.

The complexity of figuring OT would be horrendous, please quit being a DUMB*SS ~!!!
Bushwhacker

Seattle, WA

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#47
Feb 28, 2013
 
cantmakeitup wrote:
<quoted text>
Fooled you dude. The low information, no integrity, spelling, syntax, and comma queen has never held a job. He/she/it is independently wealthy thanks to savvy stock trading and investment strategies.
It's OBVIOUSLY OK for you to lie, dummy guy. TO think, you believe you're a man and you clearly cantgetitup or behave like one...
non-starter

Burnsville, MN

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#48
Feb 28, 2013
 
Bushwhacker wrote:
Overtime pay is not used when figuring out how much you will pay in dues.
Gross pay is what you make before any deductions. If a job is advertised at $30,000 a year, then that's the gross pay. Net pay is what's left after taxes, health benefits and other deductions are taken out of your check. So gross pay of $30,000 would become something like net pay of $22,564.
The complexity of figuring OT would be horrendous, please quit being a DUMB*SS ~!!!
Gross pay is gross pay, total pay before taxes and deductions, not total pay - overtime.
Bushwhacker

Seattle, WA

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#49
Feb 28, 2013
 
The complexity of figuring OT would be horrendous, please quit being a DUMB*SS ~!!!

Gross pay is what you make before any deductions. If a job is advertised at $30,000 a year, then that's the gross pay. Net pay is what's left after taxes, health benefits and other deductions are taken out of your check. So gross pay of $30,000 would become something like net pay of $22,564.

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