Under current law, employers can give workers time off—paid or unpaid—whenever they want to, for any reason. They can, for example, reward employees who work overtime by giving them unpaid time off at a later date.
The Working Families Flexibility Act (H.R. 1180), introduced February 16, 2017, by Rep. Martha Roby (R-Ala.), would further erode overtime protections for American workers.
For more than 40 years, big business and the Republican party have teamed up to drive down the wages of construction workers by attacking their unions, passing so-called “right-to-work laws”, and weakening or repealing prevailing wage laws— which protect construction wages from downward pressure.
Good records on workplace injuries are vital to OSHA’s mission of protecting people on the job, and the rule imposes no additional burden on businesses. Repealing it will simply allow businesses to hide their negligence and hamper OSHA’s ability to do fulfill its mission.
America’s future greatness depends on the research and development we do today. It depends on the higher education we provide to our young people and the training we provide to young professionals. The Trump budget shortchanges these investments in the future and others that could make the nation more productive and innovative.
EPI’s Ross Eisenbrey delivered the following testimony before the Maryland Senate Committee on Finance on Thursday, March 2, 2017 at 1:00 p.m.
EPI executive board member Paul Booth has been and continues to be a tireless advocate for American working people, and, in fact, for working people all over the world.
EPI’s Ross Eisenbrey delivered the following testimony before the Maryland House Economic Matters Committee on Tuesday, February 21, 2017 at 1:00 p.m.
It is encouraging to see that the New Hampshire House of Representatives voted down an attempt to make New Hampshire a freeloader state.
By now, anyone following Andrew Puzder’s nomination to be the secretary of labor knows that the restaurant chain he leads has a long history of cheating its workers out of wages they earned.
The University of Michigan can afford to make its top school’s assistant coaches millionaires. Why then can’t it then pay overtime to its postdoctoral researchers?
The Missouri legislature is poised to pass bills to weaken unions and clear the way for corporate dominance in the state.
Simply put, there’s no rationale for passing this legislation, except to weaken unions politically and decrease the ability of workers to bargain for higher wages and stronger workplace protections. It’s obvious why the Republican Party and big business support the bill, but the people of New Hampshire should not.
President-elect Donald Trump announced that he plans to nominate fast food CEO Andrew Puzder to head the Department of Labor (DOL).
Judge Amos Mazzant, the judge who blocked enforcement of the Department of Labor’s new overtime rule, said many things that aren’t true in his opinion, including misstatements of historical fact such as when a minimum salary for exemption was first included in the regulations (it was right from the beginning, in 1938, not two years later).
The decision of a judge in Texas to block the Department of Labor’s new regulations guaranteeing overtime pay to millions of workers is more than just bad law. It is also a financial blow to people who had every reason to expect that their lives were about to be made a little easier.
Judge Amos Mazzant’s opinion to block the Department of Labor’s new overtime rule is poorly reasoned and factually inaccurate. Judge Mazzant does not know the history of the Fair Labor Standards Act and he appears not to understand Chevron deference, a rule constructed by the U.S. Supreme Court to guide judicial review of federal agency regulatory decisions.
This evening, a United States District Court in Texas issued an injunction against the Obama administration’s changes to the overtime rule, arguing the Labor Department does not have the authority it has exercised since 1938, under 10 presidents, including FDR and George W.
The Department of Labor’s new overtime rule, which takes effect on December 1, significantly increases the number of people who qualify for time-and-a-half pay for any hours they work beyond 40 in a week.
CBO released a report on the economic impact of repealing the Department of Labor’s new overtime rule, which raises the salary level for exemption from $23,660 a year to $47,476, thereby making about 4 million employees newly eligible for overtime pay and strengthening the right to overtime pay for about 8.5 million more.
The latest CBO analysis of the impending update to the overtime rule concludes that repealing the rule change would increase inequality, lower the incomes and increase the hours of almost a million workers, and do nothing to increase employment.
Labor mobility is fundamental to the ability to earn good wages. The improvement in incomes and living standards over the centuries is tied tightly to the growing ability of workers to quit the job they have and take another.
One of President Obama’s most important contributions to better pay and working conditions in the United States is his executive order on Fair Pay and Safe Workplaces, which he issued two years ago and is finally taking effect this month.
The middle class is set to get a raise on December 1, when the updated overtime pay rule goes into effect—giving working people more free time, more money in their wallets, or both.
Today, the Chamber of Commerce and several states, including Texas, filed two different suits attempting to gut the Department of Labor’s updated overtime pay rules, which will restore a guarantee of overtime pay to more than 12 million salaried employees.
The final rule implementing President Obama’s executive order on fair pay and safe workplaces has been issued, along with guidance from the Department of Labor.
The Department of Labor has issued an update to its overtime rules that will bring an additional 12.5 million salaried employees under the exemption threshold, the level below which they are guaranteed overtime pay if they work more than 40 hours in a week, regardless of their job title or duties.
Rep. Kurt Schrader has introduced legislation (the Overtime Reform and Enhancement Act, or OREA) that would undermine the Department of Labor’s new rule that expands the overtime rights of salaried employees who earn less than $47,476 a year ($913 per week). The bill would harm the low- and middle-income Americans whom the Labor Department's rule is designed to help.
Gretchen Carlson is boldly fighting the latest technique employers are using to avoid justice, to get away with sex or race discrimination, and to escape lawsuits for wage theft—putting binding arbitration clauses in employment contracts, which keeps cases out of the state and federal courts and push them into private dispute resolution systems that systematically favor employers.
It’s internship season and offices across the country are filled with interns trying to make a good impression. Do internships lead to jobs?