In our last post, we discussed the strong stance that SHRM has against the new FLSA Overtime Rule.
In case you missed what FLSA Overtime Rules are, check out our blog post in which we discuss some quick facts about the changes being made.
If you want to know what this means for your company, head over to this article.
Now, since SHRM clearly has adamantly negative views on these changes, its obvious that they are taking a course of action to work against this bill.
In fact if you head over to their website, you’ll see they’re doing just that.
They have released a statement to Congress expressing their opinion to halt the bill because they believe a lot of workers will be undermined, as well as nonprofit organizations.
If you are interested in reading their 28 page letter to Congress, go here.
However, they did not just stop at writing a letter. They also proposed a bill called the Protecting Workplace Advancement and Opportunity Act. This bill plans to:
- Nullify the proposed rule.
- Require the DOL to first conduct a comprehensive economic analysis on the impact of mandatory overtime expansion to small businesses, nonprofit organizations and public employers.
- Prohibit automatic increases in the salary threshold.
- Require that any future changes to the duties test must be subject to notice and comment.
Of course, here at Luxa we are very open-minded about change. We believe these new rules won’t necessarily hurt our company and we are well informed and prepared to make the transition as easy as possible.
What do you think about these changes and do you think SHRM is right to take this course of action?
