Worker flexibility act passes US House

Posted in the Minneapolis Forum

non-starter

Saint Paul, MN

#1 May 9, 2013
Myth vs. Fact: The Working Families Flexibility Act

WASHINGTON, D.C.| May 8, 2013 -
The House will consider today the Working Families Flexibility Act of 2013 (H.R. 1406). Sponsored by Rep. Martha Roby (R-AL), this commonsense proposal will help Americans balance family and work by allowing private-sector workers to choose to accrue paid time off or ‘comp time’ for working overtime hours. Opponents of H.R. 1406 are spreading false claims about the bill in an effort to defeat this pro-worker, pro-family legislation. However, a quick look at the facts helps set the record straight:

Myth: H.R. 1406 will result in employees working longer hours for less pay.
Fact: The Working Families Flexibility Act safeguards workers’ time and wages.
•Receiving paid time off or ’comp time’ for working overtime hours is completely voluntary. An employee who prefers to receive cash payment for overtime hours worked is always free to do so.

•H.R. 1406 requires the employer and employee to complete a written comp time agreement. An employee can withdraw from this agreement at any time and receive his or her accrued comp time in cash wages.

•Comp time is accrued at the same rate as overtime cash wages. Employees who work more than 40 hours a week will accrue paid time off at a rate of one and one-half hours for each overtime hour worked.

•Workers can cash out their accrued comp time whenever they choose and receive the equivalent in cash wages. Employers are required to provide cash wages within 30 days of receiving an employee request.
non-starter

Saint Paul, MN

#2 May 9, 2013
(cont.)

Myth: H.R. 1406 will allow employers to control when workers use their comp time.
Fact: The Working Families Flexibility Act protects employees’ use of the comp time they’ve earned.
•The Working Families Flexibility Act allows workers to use their comp time whenever they choose as long as they provide reasonable notice and the leave will not ‘unduly disrupt’ business operations.

•The ‘unduly disrupt’ provision included in H.R. 1406 is the same standard used today for public employees receiving comp time, which has worked well for nearly 30 years.

•All existing enforcement remedies – including action by the U.S. Department of Labor – are available if a worker believes he or she has been unfairly treated.

•The Working Families Flexibility Act will promote greater workplace flexibility for employees while protecting the business needs of employers.

Myth: This bill is unnecessary because current law already allows for workplace flexibility.
Fact: The Working Families Flexibility Act empowers workers with more options.
•Under the Fair Labor Standards Act of 1938, private-sector employees may only use paid time off during the same pay period in which it is accrued. Paid time off cannot be saved by the employee for future use outside the pay period. For example, a private-sector employee cannot work overtime hours in April in hopes of saving up paid time off for a family vacation in August.

•The law currently allows a public-sector employee to accrue comp time to be used at the employee’s discretion so long as reasonable notice is given and the leave does not unduly disrupt the workplace.

•H.R. 1406 provides private-sector employees with comp time benefits similar to those of public employees.

Myth: H.R. 1406 will allow employers to force workers to take comp time instead of overtime pay.
Fact: The Working Families Flexibility Act prohibits worker coercion.
•The decision to use comp time is completely voluntary. An employee who prefers to receive cash payment for overtime hours worked is always free to do so.

•H.R. 1406 explicitly prohibits an employer from “directly or indirectly intimidating, threatening, or coercing or attempting to intimidate, threaten, or coerce an employee” into taking or not taking comp time.

•An employer who violates these anti-coercion provisions will be liable to the affected employee for ‘double damages,’ which includes both the amount of comp time owed and an equal amount in cash wages.

•In addition to new provisions prohibiting coercion, H.R. 1406 ensures all existing enforcement remedies – including action by the U.S. Department of Labor – are available to workers if an employer fails to pay cash wages for overtime hours worked.

For more information about the Working Families Flexibility Act visit http://edworkforce.house.gov/yourtime
non-starter

Saint Paul, MN

#3 May 9, 2013
As usual, LeDumbo and the Seattle Slewchebag lied about what provisions the bill would contain and what it would mean in application. In reality, they just aren't smart enough to think for themselves and just follow the union website talking points.
Non-sense

Seattle, WA

#4 May 9, 2013
A republican website ?? Come on, childish one...
Non-sense

Seattle, WA

#5 May 9, 2013
non-starter wrote: I found it, you just won't publish that you got it off Yahoo or Wiki answers ....

THEN the lies began, LMAOROTFU~!

non-starter wrote: No, I guessed, because you weren't forthcoming with your source

OR MY NEW FAVORITE-

non-starter wrote: I found similar postings on Yahoo answers and Wiki answers

You posted to the urban dictionary to support your position...It's called tampering and you're clearly a duplicitous/dishonest POS... Have a nice lie... Oh sorry, I surely meant life.

OR

Oh sure, you make a BS statement of opinion, but the meat & potatoes is you're A moron !!!

So, it took 4 months ?? Funny, you DID SAY NEVER, with lithium ion batteries, but now changed your "tune" !?? LMAOROFDU~

http://www.topix.com/forum/city/minneapolis-m ...
"Lithium ion batteries should NEVER have been approved for this application, and the FAA is more likely to mandate Boeing use a different battery technology."

Looks like, you said the FAA would MANDATE DIFFERENT BATTERIES, dumbass ~!!!
Bushwhacker

Seattle, WA

#6 May 9, 2013
Everyone notice how the employers have 30 days to fulfill the request = you get credit when they are good and ready to give it. Good deal only for business interests who can manipulate having to abide by labor standards to suit their needs and yet again, treat hourly workers shabbily.

If they are really for working moms and working families, then they will support expanding the Living Wage Laws, for them.

Since: Sep 11

Rogers, MN

#7 May 9, 2013
non-starter wrote:
As usual, LeDumbo and the Seattle Slewchebag lied about what provisions the bill would contain and what it would mean in application. In reality, they just aren't smart enough to think for themselves and just follow the union website talking points.
And as usual, Slewche never ever provides proof of he/she/its outrageous nonsensical babble. Except in the form of uncredited, plagiarized, copy/pasted paragraphs that are essentially invalid because they are plagiarized and uncredited.

And poor honey slew slew never ever accepts any kind of proof from others, no matter how solid, because it would be the same as admitting he/she/it were wrong, ignorant, senseless, a liar, a hypocrite, and so on. It's not easy being the low integrity, no-information, spell check queen, grammar cop, little "boi" chaser of Topix. Sniff
Neether Teether

Seattle, WA

#8 May 9, 2013
Everyone notice how the employers have 30 days to fulfill the request = you get credit when they are good and ready to give it. Good deal only for business interests who can manipulate having to abide by labor standards to suit their needs and yet again, treat hourly workers shabbily.

If they are really for working moms and working families, then they will support expanding the Living Wage Laws, for them.
SeattleMyAzz

Saint Paul, MN

#9 May 9, 2013
Neether Teether wrote:
Everyone notice how the employers have 30 days to fulfill the request = you get credit when they are good and ready to give it. Good deal only for business interests who can manipulate having to abide by labor standards to suit their needs and yet again, treat hourly workers shabbily.
If they are really for working moms and working families, then they will support expanding the Living Wage Laws, for them.
"If they are really for working moms and working families, then they will support expanding the Living Wage Laws, for them."

Gay Slewsie is slewpid. No one makes more than minimum wage in this country. OOPS! Even those that have the job he covets, a Greeter at Wal Mart, make more than minimum wage. LMAOROLFU~!
non-starter

Saint Paul, MN

#10 May 9, 2013
Change to overtime pay passes U.S. House

by Brett Neely, Minnesota Public Radio
May 8, 2013

WASHINGTON — The U.S. House passed legislation today that would make significant changes to overtime pay. The vote was 223 to 204.

The bill, pushed by Rep John Kline, R-Minn., would allow workers the option to take time off instead of overtime.

It's part of a GOP campaign to restore the party's image with working families, especially women.

Kline, who represents Minnesota's 2nd District, said the bill represents conservative principles in action.

"At the heart of the legislation is worker choice. Workers choose whether to accept comp time. Worker choose when to cash out their accrued comp time. And workers choose when to use their accrued time off," Kline said.

Democrats are strongly opposed.

They say employers will push workers to take compensation time instead of overtime pay.

"The better way to describe this bill is the more work, less pay bill," said Joe Courtney, D-Conn.

The Democratic-controlled Senate is unlikely to take up the legislation and President Barak Obama has vowed a veto should it arrive on his desk.

Rep. Collin Peterson, DFL- Minn., was one of three Democrats who voted in favor. All other members of the Minnesota delegation voted along party lines.

Bushwhacker

Seattle, WA

#11 May 10, 2013
Same guy who liked American workers being cheated out of contractual retirement pay ??

COME ON HYPOCRITE !!!!

Pretend the company's need to do the work, won't trump time off, but you're simply silly/stupid.

LMAOROFU~!
non-starter

Saint Paul, MN

#12 May 10, 2013
Myth: H.R. 1406 will result in employees working longer hours for less pay.
Fact: The Working Families Flexibility Act safeguards workers’ time and wages.
•Receiving paid time off or ’comp time’ for working overtime hours is completely voluntary. An employee who prefers to receive cash payment for overtime hours worked is always free to do so.

•H.R. 1406 requires the employer and employee to complete a written comp time agreement. An employee can withdraw from this agreement at any time and receive his or her accrued comp time in cash wages.

•Comp time is accrued at the same rate as overtime cash wages. Employees who work more than 40 hours a week will accrue paid time off at a rate of one and one-half hours for each overtime hour worked.

•Workers can cash out their accrued comp time whenever they choose and receive the equivalent in cash wages. Employers are required to provide cash wages within 30 days of receiving an employee request.
Bushwhacker

Seattle, WA

#13 May 10, 2013
Hey "honest" little child, it was in front of the article...

(The Borowitz Report)
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Bushwhacker

Seattle, WA

#14 May 10, 2013
non-starter wrote:
Myth: H.R. 1406 will result in employees working longer hours for less pay.
Fact: The Working Families Flexibility Act safeguards workers’ time and wages.
•Receiving paid time off or ’comp time’ for working overtime hours is completely voluntary. An employee who prefers to receive cash payment for overtime hours worked is always free to do so.
•H.R. 1406 requires the employer and employee to complete a written comp time agreement. An employee can withdraw from this agreement at any time and receive his or her accrued comp time in cash wages.
•Comp time is accrued at the same rate as overtime cash wages. Employees who work more than 40 hours a week will accrue paid time off at a rate of one and one-half hours for each overtime hour worked.
•Workers can cash out their accrued comp time whenever they choose and receive the equivalent in cash wages. Employers are required to provide cash wages within 30 days of receiving an employee request.
As I recall, some company's you supported took contractual monies owed and paid nothing in bankruptcy... Guess, you're still trying to steal wages from workers....
non-starter

Saint Paul, MN

#15 May 10, 2013
Bushwhacker wrote:
Hey "honest" little child, it was in front of the article...
(The Borowitz Report)
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Yeah, if you are so "honest" and have such great "integrity", why did you cut and paste the whole blog except for the Borowitz Report citation at the beginning of it? Yeah, you have integrity all right. Not.

Now go back to your little dog syndrome and yip some more about your stock pick.
non-starter

Saint Paul, MN

#16 May 10, 2013
Bushwhacker wrote:
<quoted text>As I recall, some company's you supported took contractual monies owed and paid nothing in bankruptcy... Guess, you're still trying to steal wages from workers....
As I recall, the bankruptcy judge approved the deal, the union's demise was self-inflicted.
Bushwhacker

Seattle, WA

#17 May 10, 2013
As I recall, some company's you supported took contractual monies owed and paid nothing in bankruptcy...

Guess, you're still trying to steal wages from workers....

FOLLOW THE MONEY, some folks figure once they steal it, it's theirs....
Bushwhacker

Seattle, WA

#18 May 10, 2013
Hey "honest" little child, it was in front of the article...

Look at post #1 STUPID !!!!

(The Borowitz Report)
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