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6 Cards in this Set

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the new bush administration

http://www.aflcio.org/yourjobeconomy/overtimepay/mythsfactsheet.cfm
MYTH: Under the Bush Administration’s new overtime laws, very few if any workers making between $23,660 and $100,000 a year will lose overtime eligibility.

FACT: The new Bush Administration overtime laws are written such that many workers who currently earn overtime pay in this pay range are likely to lose it. For example
the new bush administration

http://www.aflcio.org/yourjobeconomy/overtimepay/mythsfactsheet.cfm
Salary Basis Test—The old rule required an employer to pay a worker a salary in order to deprive the worker of the right to overtime pay.
the new bush administration

http://www.aflcio.org/yourjobeconomy/overtimepay/mythsfactsheet.cfm
MYTH: The new Bush Administration overtime law merely clarifies murky law, thus eliminating unnecessary lawsuits. The law is part of its “proven commitment to protecting workers’ rights.”

FACT: The new Bush Administration overtime law, in fact, lays out in the regulation exemptions which corporations have not been able to win in the courts.
the new bush administration

http://www.aflcio.org/yourjobeconomy/overtimepay/mythsfactsheet.cfm
MYTH: The Bush Administration merely updated the rules to reflect today’s modern workplace, but did not strip workers of overtime pay rights.

FACT: The Bush Administration could have supported the Harkin Amendment which allows them to make any updates to the rules, as long as no worker loses overtime pay. In fact, the Bush Administration has made it MORE difficult for many workers in the structure of today’s workplace to receive overtime pay.
the new bush administration

http://www.aflcio.org/yourjobeconomy/overtimepay/mythsfactsheet.cfm
MYTH: The Bush Administration has cut back on the number of lawsuits which will arise over overtime pay.

FACT: The 500 plus page rule and preamble is very likely to lead to MORE, not LESS, litigation. The rule is, at best, ambiguous. It essentially invites employers to push on these ambiguities, forcing workers who lose overtime pay to challenge their new status in court.
The new rule (541.604) defines salary as an hourly wage, so long as the employer guarantees a minimum wage that bear a loose relationship to hourly compensation.
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