HR 1406 Your tax dollars at work...... making sure you can't make anything extra.

reply to post by MilesTeg

‘(B) COMPENSATION DATE- Not later than January 31 of each calendar year, the employee’s employer shall provide monetary compensation for any unused compensatory time off accrued during the preceding calendar year that was not used prior to December 31 of the preceding year at the rate prescribed by paragraph (6). An employer may designate and communicate to the employer’s employees a 12-month period other than the calendar year, in which case such compensation shall be provided not later than 31 days after the end of such 12-month period.

(5) TERMINATION OF EMPLOYMENT- An employee who has accrued compensatory time off authorized to be provided under paragraph (1) shall, upon the voluntary or involuntary termination of employment, be paid for the unused compensatory time in accordance with paragraph (6).

So, it looks like the employees can opt to get paid their overtime if they want to, all at the end of the year...

Originally posted by SpeachM1litant
reply to post by benrl

 

I think he may be angry at s 3(a). Otherwise, I don't see the problem when reading his comments.

‘(3) HOUR LIMIT- ‘(A) MAXIMUM HOURS- An employee may accrue not more than 160 hours of compensatory time.

This is definitely a problem. It seems like someone might work more than 100 hours overtime in a year... so they better be withdrawing from the fund.

reply to post by boncho


That is one of the reason is soo many anti bill groups are telling the govenrment that this bill may affect certain groups of workers, but at the same time it may benefit some, depending if your boss or company is a good company that respect you as an individual and will not take advantage of you with this bill..

reply to post by Zaphod58


They still have to provide a reason, they can't fire you for taking the bereavement time you are already granted. They can go after the fact and find a reason to terminate because you took it, but again if you can prove they suddenly became dissatisfied because you took it, you have grounds to take them to court. I am not saying it doesn't happen it most certainly does, but even if you are working "at will" you do have legal recourse for unfair termination should you choose to employ them.

But that is part and parcel that makes this bill so damaging. Many will not have the means to fight employers switching to comp time in lieu of overtime. Oddly enough I saw someone post that this would hurt those in a union actually they are the ones that would come out ahead in this. Because they have the means to ensure the employees actually either get their accumulated time off or paid the overtime.