In May 2016, the Obama Administration announced new regulations that would increase the number of American entitled to receive time-and-a-half overtime pay. Salaried workers who earn up to $46,476 per year are now entitled to earn time-and-a-half pay when they work more than 40 hours per week. The previous regulations, issued in 2004, set the threshold for overtime pay at $23,660. The Labor department estimates that 4.2 million workers will become newly eligible for overtime pay under the new regulations. Proponents argue that the rule is necessary due to inflation and note that only 7% of salaried workers currently qualify for overtime pay in 2015, down sharply from 60% in 1975. Opponents argue that the new rules will hurt employers and incentivize them to cut their employee’s hours.
63% Yes |
37% No |
58% Yes |
28% No |
5% Yes, and the government should do more to protect workers’ rights |
8% No, and the government is currently over-regulating private businesses |
1% Yes, and all employees should be paid time-and-a-half for overtime hours regardless of their pay scale |
1% No, our economy and businesses cannot afford a decrease in worker productivity right now |
See how support for each position on “Overtime Pay” has changed over time for 510k America voters.
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See how importance of “Overtime Pay” has changed over time for 510k America voters.
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Unique answers from America users whose views extended beyond the provided choices.
@4WW5X8K3yrs3Y
Yes but only given the current circumstance. We are and should accelerate moving from employee/employer model too a contracter model. Benefits, pensions, etc cause corruption and impede the understanding of the employee.
@xanderlane3yrs3Y
Yes, but only businesses with 100+ employees
@8Y9NDSQ2yrs2Y
Yes, and all employees should be paid time-and-a-half for overtime hours regardless of their pay scale. But the businesses should require it, NOT the government.
@4WVZVSQ3yrs3Y
It depends on how many hours the employee is working.
@8TYH38S1yr1Y
No, the employees should only be entitled to premium pay of 25% on their hourly rate if they have overtime work more than 60 hours in a calendar year
@8XGLVPR2yrs2Y
Yes, anyone should have the opportunity to earn money if they work extra hours in a day or week.
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@ISIDEWITH2wks2W
a San Francisco lawmaker wants to help curb the constant ringing and pinging that his region helped create. New legislation from Assemblyman Matt Haney would make his state the first in the country to give employees the legal right to hit the ignore button on their phones when the boss calls after hours. Emails, texts and other work communication could also be put off until workers are back on the clock.Mr. Haney, a Democrat, got the idea from Australia’s new “right to disconnect” law, to be implemented later this year. It will allow workers to reject “unreasonable” professional communication outside of their regular workday. The idea originated in France and has spread in various forms to countries including Canada, Italy, Belgium and the Philippines. New York City debated a similar proposal in 2018, but didn’t adopt it.Remote work, which the coronavirus pandemic helped to normalize for many workers, can make it more difficult to put a firm stop to the workday, Mr. Haney said.“People now find themselves always on and never off,” he said. “There’s an availability creep that has reached into many people’s lives, and I think it’s not a positive thing for people’s happiness, for their well-being, or even for work productivity.”California law also requires employers to provide overtime pay, paid family leave, paid sick leave, reimbursement for business expenses, and mandatory meal and rest breaks. It also has broad anti-discrimination and anti-harassment protections that go beyond similar laws in many other states.Mr. Haney’s bill, which would probably go to a legislative committee for consideration this spring, would require public and private employers to establish a policy granting workers the right to ignore off-hour communication from their bosses except in the case of emergency, or for scheduling changes affecting the next 24 hours.
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