Should private sector employees be allowed compensatory time?
Bill Summary
This bill will amend the Fair Labor Standards Act of 1938 to provide compensatory time for employees in the private sector. Compensatory time is an arrangement where eligible employees may take time off (at a later date) instead of receiving overtime pay. Under the Fair Labor Standards Act, employees in the private sector are not eligible for compensatory time. Sponsor: Rep. Roby, Martha [R-AL-2]
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Opponents say
• Workers will be forced to spend more time away from their families in exchange for the possibility to spend more time with their families.
• The employer, not the employee, gets to determine when earned comp. time can be used, which means that families might not get time off when they need it most.
• Under the 1993 Family and Medical Leave Act, full time workers at establishments with more than 50 workers can take unpaid time off for medical and family emergencies. Families are better off earning overtime pay and taking unpaid medical or family leave later if necessary.
• The employer, not the employee, gets to determine when earned comp. time can be used, which means that families might not get time off when they need it most.
• Under the 1993 Family and Medical Leave Act, full time workers at establishments with more than 50 workers can take unpaid time off for medical and family emergencies. Families are better off earning overtime pay and taking unpaid medical or family leave later if necessary.
Proponents say
• Allowing the use of compensatory time in the private sector provides families more flexibility at work and a better ability to balance the demands of a family.
• Workers are entitled to use their compensatory time whenever they choose as long as they provide reasonable notice and the leave does not ‘unduly disrupt’ business operations.
• Receiving time off as opposed to overtime pay is an option, not a mandate; employees are not required to forgo overtime pay unless they freely choose to do so.
• Workers are entitled to use their compensatory time whenever they choose as long as they provide reasonable notice and the leave does not ‘unduly disrupt’ business operations.
• Receiving time off as opposed to overtime pay is an option, not a mandate; employees are not required to forgo overtime pay unless they freely choose to do so.
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