The following is from the Department of Labor. Read the “myth” and then read the response.
Of course there is nothing in the rule that requires employers to adjust jobs or pay or benefits, but that was never the issue. The point made by critics of the rule is that to cope with the new OT rules and to manage the new costs employers will make adjustments and while those adjustments are not required, neither are they prevented by the rule … a point the DOL response conveniently ignores.
In another part of the blog post DOL acknowledges that some workers may have their hours cut thereby giving them more free time to spend with families.
I wonder how many workers are forced to work fifty or sixty hours a week without any compensation as the DOL assumes?
I wonder how many of these workers were paid straight time or received a lump sum bonus or even compensatory time; all of which may go the way of the dodo when they are required to be paid time and a half for each hour over forty?
Once again the liberal mindset ignores the consequences of their good deeds.
Myth: Workers will be demoted. Full-time professional careers and incentives will go the way of the dodo. Truth: There is nothing in the overtime rule that would require an employer to shift an employee from salaried to hourly, or to part-time, or to eliminate bonuses which can now be counted towards the salary threshold for the first time. Employers can continue to pay overtime-eligible workers a salary if they choose, and they can continue to provide the same level of responsibilities, benefits, flexibility, training and advancement opportunities as they do now.