I got a pay raise, and I'll be losing money.
I can't win for the losing.
As Jan I went into a higher supervisory bracket, which included a $1.75 an hour pay increase. However I just found out I will no longer be allowed time & half for working over time. My O/T pay rate is now counted as straight time. I am looking at gaining over 3K an year for the pay raise, but I will be losing over 10K in O/T that I normally average.
Trinity +++
As Jan I went into a higher supervisory bracket, which included a $1.75 an hour pay increase. However I just found out I will no longer be allowed time & half for working over time. My O/T pay rate is now counted as straight time. I am looking at gaining over 3K an year for the pay raise, but I will be losing over 10K in O/T that I normally average.
Trinity +++
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Any company worth working for would look at the whole picture and give you a salary increase to compensate for the loss of overtime. 0 -
quote:Originally posted by slipgate
Any company worth working for would look at the whole picture and give you a salary increase to compensate for the loss of overtime.
Where have you been the last 30 years?0 -
slipgate,
I work for the Federal Government. Enough said![;)]
Trinity +++0 -
Believe I'd turn down the promotion. 0 -
When overtime gets paid is mandated by Federal Labor law. If you are working hours that meet the criteria your employer has no choice but to pay you at least time and a half.
[urlhttp://www.dol.gov/esa/regs/compliance/whd/whdfs23.pdf[/url]
Fact Sheet #23: Overtime Pay Requirements of the FLSA
This fact sheet provides general information concerning the application of the overtime pay provisions of the FLSA.
Characteristics
An employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work.
Requirements
Unless specifically exempted, employees covered by the Act must receive overtime pay for hours worked in excess of 40 in a workweek at a rate not less than time and one-half their regular rates of pay. There is no limit in the Act on the number of hours employees aged 16 and older may work in any workweek. The Act does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, as such.
The Act applies on a workweek basis. An employee's workweek is a fixed and regularly recurring period of 168 hours -- seven consecutive 24-hour periods. It need not coincide with the calendar week, but may begin on any day and at any hour of the day. Different workweeks may be established for different employees or groups of employees. Averaging of hours over two or more weeks is not permitted. Normally, overtime pay earned in a particular workweek must be paid on the regular pay day for the pay period in which the wages were earned.
The regular rate of pay cannot be less than the minimum wage. The regular rate includes all remuneration for employment except certain payments excluded by the Act itself. Payments which are not part of the regular rate include pay for expenses incurred on the employer's behalf, premium payments for overtime work or the true premiums paid for work on Saturdays, Sundays, and holidays, discretionary bonuses, gifts and payments in the nature of gifts on special occasions, and payments for occasional periods when no work is performed due to vacation, holidays, or illness.
Earnings may be determined on a piece-rate, salary, commission, or some other basis, but in all such cases the overtime pay due must be computed on the basis of the average hourly rate derived from such earnings. This is calculated by dividing the total pay for employment (except for the statutory exclusions noted above) in any workweek by the total number of hours actually worked.
Where an employee in a single workweek works at two or more different types of work for which different straight-time rates have been established, the regular rate for that week is the weighted average of such rates. That is, the earnings from all such rates are added together and this total is then divided by the total number of hours worked at all jobs. In addition, section 7(g)(2) of the FLSA allows, under specified conditions, the computation of overtime pay based on one and one-half times the hourly rate in effect when the overtime work is performed. The requirements for computing overtime pay pursuant to section 7(g)(2) are prescribed in 29 CFR 778.415 through 778.421.0 -
quote:Originally posted by TrinityScrimshaw
I can't win for the losing.
As Jan I went into a higher supervisory bracket, which included a $1.75 an hour pay increase. However I just found out I will no longer be allowed time & half for working over time. My O/T pay rate is now counted as straight time. I am looking at gaining over 3K an year for the pay raise, but I will be losing over 10K in O/T that I normally average.
Trinity +++
I hear you, but I chose to do it with the negatives. At least you get the governmental holidays.0 -
Did you sign a contract agreeing with the terms of the pay scale, hours and such?
By taking the promotion what rank is the job you now have? G what?0 -
The hubbie works for the USPS as a supervisor, he is FLSA exempt as are most government supervisors at certain GS/Step (General Service) levels. Any time put in past 40 hours he is paid straight time, although he still gets night differential. 0 -
I believe the gov-mint is not subject to all of the rules that they impose on the rest of us........ 0 -
"Unless specifically exempted"
Yep that's me. Actually if I could have stopped it I would have remained at the lower pay grade of YN1 step 10, now I am a YN2 step 0. However, with the new NSPS rating system I was maxed out in pay at the lower band, and would have never gotten another pay raise.
My retirement pay is based around your highest average over the last three years I work. I have five years till I can retire, and I was already there. Now with the new pay band I am in I have room for my pay to increase every year. In the long run this will be a good thing for my retirement pay, but for now I am sucking wind.
But, come 16:00 hours this afternoon my a$$ is going out the door, and I will not be back until 08:00 hours on Monday. No one better even consider trying to call me in this weekend.[;)]
Trinity +++0 -
Welcome to management! [:D] 0 -
Yep! whats new, every time I get a COLA raise it cost me money.. they give us a 3% if we are lucky and raise our life insurance by 20%, Thats for most of us retired military..Plus the cost of Tri Care increases and the take out part of Part B in social security increases.. [:(] 0 -
Trinity: givette here. Retired Fed (FAA). Do you work admin? Are you CSRS or FERS? If CSRS, then make sure your promotion is counted as "good time" toward retirement. I was on the 20yr retirement eligibility program. If I left the radar room and went to the office, I'd be denied retirement time. I refused it.
If you work premium hours, then you still get +10% nights, +100% holidays, +25% Sundays. It's not a total loss. Unless your on admin. I was operational (24/7 rotating shifts). Joe0 -
i`d be saying thanks for the offer but no thanks...i cant afford the promotion! 0 -
givette,
My job has not changed. I was already a supervisor/manager; I just get more hourly pay now. I can still get holiday pay (Double Time) if I worked on a holiday, but they don't want us supervisors & managers working on holidays around here. I could also still get night differential, and Sunday premium pay with I worked after hours, or on Sunday's. However I don't see myself doing much of that anymore.
They consider us critical essential, and we are subject to be called in at a moments notice, but I will no longer claim O/T. I'll just put it down as comp-time, and take the time off later instead of using my vacation time.
Trinity +++0 -
Trinity - Understand some short term frustration, but you're a winner in the long term. A $1.75 pay increase is worth about $3600 a year (straight time), offsets some of the OT, and you have the option of taking it as comp time plus the $3600 raise. If you just became FLSA exempt, you're in about a 28% tax bracket - figure the difference in your annual take home; its not much.
Second, as you say, if you just moved to the bottom of a higher band you now have room for annual increases, which will pay off handsomely in retired pay. You didn't stipulate CSRS or FERS, but five years of (potential) increases will do wonders for your eventual retirement check under either plan.0 -
I work for a County Government, and know exactly what you mean. I'm currently (our scale) a Grade 13, step 18 which is maxed out. I was in the running for a promotion, which meant that my pay would go up to a Grade 15 step 18, at $8700.00 more base pay per year. If I had gotten it, and I told them I would consider it, but didn't really want it, I would have lost $5,000 a year in regular overtime, since I work an 84 hour pay period, lost another $4,000 in Holiday Pay, and lost another $2,100 in night shift pay. My "promotion" would have meant I worked 30 more days per year, and cost me $2,400.
Instead of being responsible for 32 people, I would have been responsible for 160 people.
My guys ask if it bothered me that someone else was selected, and I just give 'em a big smile, and say "nope, not a bit".
Good luck in your new position !0 -
Trinity,
You will get no pity from me. Why is it that GS and NSPS Civilians get overtime when WG.....the people that do the actual work...don't get overtime in DOD?
For example....our shift is nearly up and a C5, 747, and 2 Marine Corps C-130's drop out of the sky.....and our replacement shift never shows up.
We are Americans...and wouldn't turn our back on those Americans in those planes...so we have to work until those planes are offloaded and loaded back up. We don't get overtime.
But our NSPS civilian boss does. Why no one knows. He has no work...ohh...he's a retired E-9.
RustyH is correct.0 -
Tater,
"do the actual work"???
Are you kidding me? I believe there shouldn't be any difference between one Federal employee to the other. At least you can belong to a bargaining unit.
I didn't know WG's didn't get O/T. I can't explain what you are referring to, except that if anything fell out of the sky around here you can bet your sweet booty that I would be called in, and I wouldn't get O/T ether.
I am a FERS employee, and under NSPS (which sucks) I am being told I will be getting another (annual) pay raise by the end of the month of approximately 3%. Any and all other funds above that awarded to me will be in the form of an after taxes bonus which is a one time benefit. The bonus applied to my salary would have been an annual dividend that kept on paying every year.
The sad thing here is that as a civilian employee I am being asked to deploy over seas. My pay if deployed will not be tax free, but it will be increased by up to 70%, with a large part of the time worked being O/T. Now if I go it will all be straight time, and on a six month tour I could be losing over $11K.
Trinity +++0 -
You are crying with a loaf of bread under your arm. Nobody else gets 13 PAID holidays a year. Quit sniveling![:p]
JM[V]0 -
Yep, your right John. But, I would rather work those holidays, and get double time.[8D]
Trinity +++0 -
Comp time is most companies cure for OT payout. Most supervisors I know, and I was one, are on salary and normaly have some perks that the rank and file don't have. 0 -
I worked rotating shifts. When my rdo was on a holiday, I earned holiday pay on either the last day worked before the holiday, or first day back.
Trin: if you get comp-time, they may refuse you using it. Or you will have to use it during the pay period. Cant rightly remember. It will stay on the books for how long I can't say for sure. Come retirement, you won't get paid for it like A/L.
Anyway, glad I was CSRS, for what it's worth. Joe0 -
givette,
After 13 weeks if not used all comp-time rolls over to payroll as O/T, but in my case it would amount to straight pay not time & half.
Trinity +++0
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