0 Members and 1 Guest are viewing this topic.
So, some poor sap working just as many hours making "$48,000 per year" will actually make less than someone making "$47,000 per year." Disgusting.
Correct my math with an example of how it works then.
the guy making 48k can go find a new job
Quote from: Emo EMAW on May 18, 2016, 03:39:30 PMCorrect my math with an example of how it works then.fast food employee makes $10/hr = 20.8k/year. gets promotion to "mgr" and raise to $26k/year, but works an average of 50 hours/week. savings to employer = ca. $2.6k/year.
40% of salaried workers are under 47k. 40% of salaried workers should just find new jobs
it appeared to imply that someone was making actually less than minimum wage.
Fact Sheet #17I: Blue-Collar Workers and the Part 541 Exemptions Under the Fair Labor Standards Act (FLSA)The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hour worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 in a workweek. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempts certain computer employees. To qualify for exemption, employees must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Blue-Collar WorkersThe exemptions provided by FLSA Section 13(a)(1) do not apply to manual laborers or other “blue-collar” workers who perform work involving repetitive operations with their hands, physical skill and energy. Such nonexempt “blue-collar” employees gain the skills and knowledge required for performance of their routine manual and physical work through apprenticeships and on-the-job training.FLSA-covered, non-management employees in production, maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers and laborers are entitled to minimum wage and overtime premium pay under the FLSA, and are not exempt under Section 13(a)(1) of the FLSA nor the regulations at 29 CFR Part 541, no matter how highly paid they might be.
Not all salaried employees are exempt. This is another phony outrage cooked up by the administration.Quote Fact Sheet #17I: Blue-Collar Workers and the Part 541 Exemptions Under the Fair Labor Standards Act (FLSA)The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hour worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 in a workweek. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempts certain computer employees. To qualify for exemption, employees must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Blue-Collar WorkersThe exemptions provided by FLSA Section 13(a)(1) do not apply to manual laborers or other “blue-collar” workers who perform work involving repetitive operations with their hands, physical skill and energy. Such nonexempt “blue-collar” employees gain the skills and knowledge required for performance of their routine manual and physical work through apprenticeships and on-the-job training.FLSA-covered, non-management employees in production, maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers and laborers are entitled to minimum wage and overtime premium pay under the FLSA, and are not exempt under Section 13(a)(1) of the FLSA nor the regulations at 29 CFR Part 541, no matter how highly paid they might be.
Quote from: john "teach me how to" dougie on May 18, 2016, 04:35:37 PMNot all salaried employees are exempt. This is another phony outrage cooked up by the administration.Quote Fact Sheet #17I: Blue-Collar Workers and the Part 541 Exemptions Under the Fair Labor Standards Act (FLSA)The FLSA requires that most employees in the United States be paid at least the federal minimum wage for all hour worked and overtime pay at time and one-half the regular rate of pay for all hours worked over 40 in a workweek. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as bona fide executive, administrative, professional and outside sales employees. Section 13(a)(1) and Section 13(a)(17) also exempts certain computer employees. To qualify for exemption, employees must meet certain tests regarding their job duties and be paid on a salary basis at not less than $455 per week. Blue-Collar WorkersThe exemptions provided by FLSA Section 13(a)(1) do not apply to manual laborers or other “blue-collar” workers who perform work involving repetitive operations with their hands, physical skill and energy. Such nonexempt “blue-collar” employees gain the skills and knowledge required for performance of their routine manual and physical work through apprenticeships and on-the-job training.FLSA-covered, non-management employees in production, maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers and laborers are entitled to minimum wage and overtime premium pay under the FLSA, and are not exempt under Section 13(a)(1) of the FLSA nor the regulations at 29 CFR Part 541, no matter how highly paid they might be.The missclassified ones are. Are you this thick?
How can you be so obtuse? Is it deliberate?
bona fide executive, administrative, professional and outside sales employees
No one is talking about blue collar workers and manual labor. Quotebona fide executive, administrative, professional and outside sales employeesThis is where missclassifiying occurs. Do you really believe entry level off positions with "manager" in the title are "bona fide"?
So now you aren't in the position of enforcing current laws?
Quote from: libliblibliblibliblib on May 18, 2016, 04:49:55 PMNo one is talking about blue collar workers and manual labor. Quotebona fide executive, administrative, professional and outside sales employeesThis is where missclassifiying occurs. Do you really believe entry level off positions with "manager" in the title are "bona fide"?I have no sympathy for anyone that takes and entry level salaried position with a manager in the title. Sorry dummies.
Quote from: john "teach me how to" dougie on May 18, 2016, 05:07:13 PMQuote from: libliblibliblibliblib on May 18, 2016, 04:49:55 PMNo one is talking about blue collar workers and manual labor. Quotebona fide executive, administrative, professional and outside sales employeesThis is where missclassifiying occurs. Do you really believe entry level off positions with "manager" in the title are "bona fide"?I have no sympathy for anyone that takes and entry level salaried position with a manager in the title. Sorry dummies.but if they didnt take the job you would be bitching about them being lazy. so they are in quite pickle i guess.
So if the owner of Variable Gender Toilet company has a.guy making $45,000 per year and working 15 hrs overtime. Will he give a.raise? No, I say ne.gets canned especially if he or she is older. Boss will hire two part time snot nozers.
