http://voxeu.org/article/why-global-trade-slowdown-may-matter
Thursday, May 26, 2016
Wednesday, May 25, 2016
Businesses Mum on New Overtime Rules [feedly]
Businesses Mum on New Overtime Rules
http://www.wvpolicy.org/businesses-mum-on-new-overtime-rules?utm_source=feedly&utm_medium=rss&utm_campaign=businesses-mum-on-new-overtime-rules
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http://www.wvpolicy.org/businesses-mum-on-new-overtime-rules?utm_source=feedly&utm_medium=rss&utm_campaign=businesses-mum-on-new-overtime-rules
Beckley Register-Herald – Come December, an estimated 66,000 West Virginians could see a bump in their paychecks when new overtime rules go into effect, allowing more low-level managers and educators to collect pay for working more than 40 hours a week. Read
The new rules increase the yearly salary threshold which generally determines which employees qualify for overtime pay after working 40 hours a week and are expected to have a sweeping effect on a number of workers in the retail, fast-food, higher education and nonfor-profit sectors.
The threshold will double to $47,476 annually from the current $23,660, the White House said last week. In other words, employees making $47,476 or less annually will be eligible for overtime pay, usually time and a half.
Sean O'Leary with the West Virginia Center on Budget and Policy said the new rules will affect West Virginia workers the most. The Mountain State has the largest share of salaried workers, nearly 31 percent, who will directly benefit from the increased threshold.
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More Krugman bullshit.
I won't bother to refute this garbage except to say that, if this is the liberal Clinton campaign appeal to Sanders voters she is in serious trouble
Obamacare is helping millions get needed healthcare, new survey finds [feedly]
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Obamacare is helping millions get needed healthcare, new survey finds
// L.A. Times - Business
More than 60% of working-age Americans who signed up for Medicaid or a private health plan through the Affordable Care Act are getting healthcare they couldn't previously get, a new nationwide survey indicates.
And consumers are broadly satisfied with the new coverage, despite some cost challenges and...
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Where have all the Flowers Gone: Complexity & Worldwide Bee Declines [feedly]
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Where have all the Flowers Gone: Complexity & Worldwide Bee Declines
// Global Policy Journal
Nicole Miller-Struttmann looks at the complex causes and possible response to globally declining bee populations. Over the past two decades, bee declines worldwide have drawn international attention. ...Read more
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Arguments that better overtime pay protection means less flexibility are untrue [feedly]
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Arguments that better overtime pay protection means less flexibility are untrue
// Economic Policy Institute Blog
The Department of Labor has issued a new rule, which expands the right to be paid time-and-a-half for overtime to salaried employees who earn less than $47,476 a year. Business groups that oppose the new rule claim that salaried employees will lose important work schedule flexibility when they become eligible for overtime pay. But the evidence shows this fear is unfounded, and, in fact, salaried workers who earn less than $50,000 a year currently have barely more flexibility at work than hourly paid employees.
An EPI analysis using General Social Survey data by Penn State labor economist Lonnie Golden shows that:
Almost half—47 percent—of salaried workers earning less than $50,000 a year report that on a daily basis they "never" or "rarely" are allowed to change their work starting time and quitting times, while only 20 percent of salaried workers who earn $60,000 or more per year report never or rarely being allowed to change their schedules.Salaried workers earning less than $50,000 a year have no more ability to take time off during work for personal or family matters than hourly workers at the same level. Thus, "switching" employees from salaried to hourly status or requiring employers to track or monitor their hours for purposes of overtime pay would not reduce this valuable type of work schedule flexibility for employees. If we consider regularly being required to work overtime an indicator of inflexibility in one's work schedule, salaried workers earning between $25,000 and $50,000 a year have about the same or an even greater likelihood of working mandatory overtime than their hourly counterparts. Thus, raising the overtime pay salary threshold for exemption to $47,476 should, if anything, provide the newly eligible workers somewhat greater flexibility to refuse unwelcome work beyond their usual number of hours per week.
In light of these conditions and findings, it is unsurprising that salaried workers generally report higher levels of work-family conflict and work stress than do hourly paid workers. It is also important to note that nothing in the new rule requires any employer to change any employee from salaried pay to hourly pay. That decision is entirely within an employer's discretion. Many employers, including small business owners such as the National Retail Federation's witness at a congressional hearing last October, already track the hours of salaried employees and provide comp time and bonuses based on overtime hours.
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