{"id":2303,"date":"2015-07-01T13:11:21","date_gmt":"2015-07-01T19:11:21","guid":{"rendered":"http:\/\/admin.patheos.com\/blogs\/janetheactuary\/?p=2303"},"modified":"2015-07-01T13:11:21","modified_gmt":"2015-07-01T19:11:21","slug":"bye-bye-cyber-monday","status":"publish","type":"post","link":"https:\/\/www.patheos.com\/blogs\/janetheactuary\/2015\/07\/bye-bye-cyber-monday.html","title":{"rendered":"Bye, bye, Cyber Monday"},"content":{"rendered":"\n<\/head>

Think of your typical workday \u2014 that is, if you\u2019re a salaried employee performing some function in an office somewhere. \u00a0You\u2019ve got your list of things to get done during the day, the week, the longer-term projects you need to make progress on. \u00a0You log onto your computer, check the e-mail that came in overnight, get a cup of coffee, get started \u2014 while also periodically checking your personal e-mail, perhaps, or making a personal phone call or two, or reading the news or facebook or your favorite bloggers. \u00a0Lunch might be at your desk, or maybe you go to the cafeteria or out with your friends, and sure, maybe you shouldn\u2019t be doing these things on \u201ccompany time\u201d but you know you\u2019ll stay late to make up for it and if you record your time you\u2019ll be sure to differentiate it properly, and, in the end, what your employer cares about is that you get your work done on time, one way or the other. \u00a0(You never do this? \u00a0You work from 8:30 \u2013 5:00, with a half-hour for lunch, two 15 minute breaks, and the remainder of your time devoted 100% to work? \u00a0Good for you.)<\/p>\n

Now think of how this\u2019d change if your employer had to pay overtime \u2014 because what employer would be willing to have employees doing personal tasks during the official workday, then claiming extra pay to finish up the work that they could have been doing instead of looking at Amazon or E-bay?<\/p>\n

Seems to me it would make for a radically different workday.<\/p>\n

Now, I wrote about the government\u2019s proposal to increase\u00a0the overtime-eligibility maximum pay\u00a0\u00a0earlier in June<\/a>, but was thinking about this again in light of a new Tribune article, \u201cIf you make less than $50,440, proposal could increase overtime pay<\/a>,\u201d which reports that the administration has now formally introduced the proposal:<\/span><\/p>\n

The Department of Labor\u2019s proposal would require most salaried workers earning less than $50,440, or $970 a week, to be paid 1.5 times their normal pay for time worked beyond 40 hours a week. That\u2019s more than double the current threshold of $23,660, or $455 per week, established in 2004.<\/p><\/blockquote>\n

(To clarify, below this breakpoint, workers automatically receive overtime; above it, to $100,000, workers may or may not receive overtime based on whether their job duties are primarily \u201cexecutive, administrative or professional.\u201d)<\/p>\n

The impact of the proposed rule?<\/p>\n

The administration expects 4.6 million salaried employees who earn more than $23,660 and less than $50,440 and are currently exempt from overtime to be affected in the first year. An additional 6 million salaried employees in that bracket who do get overtime will see their protections strengthened now that their status does not rely on the duties test.<\/p><\/blockquote>\n

Further,<\/p>\n

The proposed threshold is equal to the standard salary level at the 40th percentile of weekly earnings for full-time salaried workers. To keep it up to date, the new rules propose keeping the threshold pegged to the 40th percentile as salaries shift or updating it based on inflation.<\/p><\/blockquote>\n

So, yes, in my prior post I said that there\u2019s a lot of grey, because there are cases where employees genuinely take advantage of people classified as \u201cmanagers\u201d and require them to work significant amounts of overtime. \u00a0And it\u2019s true that the purpose of these overtime regulations in the first place is to establish the 40-hour week as the norm, with excess hours the exception, not the rule.<\/p>\n

Now, perhaps moving to making more employees overtime-eligible would, with respect to personal time at work, simply shift things back a generation or so: \u00a0back in the days before the internet, before cell phones, there wasn\u2019t as much scope for \u201cpersonal tasks at work\u201d anyway (except that I remember, growing up, Dad making long distance calls at work when, for instance, travel arrangements had to be confirmed with out-of-town relatives).<\/p>\n

So \u2014 for those of you who work white collar jobs and are in this pay range, how would it affect you?<\/p>\n<\/body><\/html>\n","protected":false},"excerpt":{"rendered":"

Think of your typical workday \u2014 that is, if you\u2019re a salaried employee performing some function in an office somewhere. \u00a0You\u2019ve got your list of things to get done during the day, the week, the longer-term projects you need to make progress on. \u00a0You log onto your computer, check the e-mail that came in overnight, […]<\/p>\n","protected":false},"author":2209,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2303","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"yoast_head":"\nBye, bye, Cyber Monday<\/title>\n<meta name=\"description\" content=\"Think of your typical workday -- that is, if you're a salaried employee performing some function in an office somewhere. \u00a0You've got your list of things\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, 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