- Annotated Bibliography
Dias, L. (2011). Human resource management. Saylor.org/books. ISBN 13: 978-1-4533194-37. Downloaded Jan. 9, 2014 from
https://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71
This source is the course textbook that we are using to learn and understand the principles of human resource management. This will be where the majority of the principles that I apply to my sources will come from to help with the understanding of fair pay for hours worked. This source will help to explain the ground work that was established for the overtime rule. The principals and strategies discussed in this textbook are the basis for creating an equal opportunity employment environment for all workers no matter the age, race, gender, or education level.
The information presented in the textbook helps to understand good background information on the process of equal employment opportunities. It also explains the dynamics of the current pay structure and the reasons for why it is the way it has been for many years.
Miller, E. (2016, May 23). Progressive Nonprofits That Oppose the New Overtime Rules for Low-Income Workers Are Hypocrites. Retrieved November 09, 2016, from http://inthesettimes.com/working/entry/19144/overtime-rules-department-labor-low-income-workers-prig-hypocrisy
This website talks about the final version of the overtime rule. It also mentions the groups that have been focused on the outcome of the updated rule. There is discussion about the feelings of the progressive nonprofits, who are told that their good work more than makes up for the low pay that they receive. A specific nonprofit outfit is presented within the article as an opposition to the new rule and promising to do all within their power to not have the overtime rule be put into law. Companies would have typically paid salaried employees just over the old threshold in order to avoid paying overtime for all the extra hours worked.
Peltz, J. F. (2016, June 02). Analyzing the new rule for salaried workers’ overtime pay. Retrieved November 09, 2016, from https://www.latimes.com/la-fi-qa-overtime-20160601-snap-story.html
The article by an LA Times writer touches on how California employers must comply with both the federal and state laws that are in place. The writer cites the Labor Department about the erosion that is occurring due to the inflation every year. A lawyer answers multiple questions that the LA Times ask about the new overtime rule. Some of the questions focus on number of workers affected, the automatic update the threshold every three years, jobs most affected, and if there is any way for a business to get around this new law.
Ross-Brown, S., & Teuscher, A. (2015, September 03). Why the DOL’s New Overtime Rule is Such a Big Deal. Retrieved November 13, 2016, from http://prospect.org/article/why-dols-new-overtime-rule-such-big-deal
The end of the public comment period is mentioned on this website. The article also explains how the limits were set on the previous overtime rule. The new rule removes some of the verbiage that was in place that limited the laws affectability. The new law will disproportionately benefit women, minorities, and workers who are less educated giving them more bargaining power then they are typically use to having.
Shierholz, H. (2016, May 05). Who Benefits from the New Overtime Rule. Retrieved November 09, 2016, from https://blog.dol.gov/2016/05/18/who-benefits-from-the-new-overtime-rule/
This article uses a table to show the demographic breakdown of white-collar, salaried workers who are currently not included in the current overtime law. The next columns in the table show the number and share of workers who will benefit from the new law. The table shows that currently exempt women are more likely to earn less than male counterparts which means that a higher share are effected by the change.
Straz, M. (2016, June 06). Here’s What Happens When Salaried Employees Become Hourly. Retrieved November 09, 2016, from https://www.entrepreneur.com/article/276811
The writer of this article goes into explaining the legal implications that may be attached to the new law. He mentions that the reclassification of an employee needs to be well documented. The writer also brings up the possible change to benefits that could occur to help with offsetting the cost endured in paying the employees more for the hours worked. He also mentions the loss of flexibility that may take place when the overtime rule goes into effect.
The Overtime Rule. (2016). Retrieved November 07, 2016, from http://www.dol.gov/featured/overtime/
This is a short video explaining the concept of the overtime rule. The details of the final
rule is laid out for us to be able to review. Also a picture of the United States is shown with a
breakdown of the amount of workers that are effected in each state.
Wage and Hour Divison (WHD). (n.d.). Retrieved November 09, 2016, from https://www.dol.gov/whd/overtime/final2016/
The article from the United Stated Department of Labor goes over the key provisions of the final rule. The article also mentions the due date for any comments on the purposed rule and where the comments can be submitted at.
https://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71
This source is the course textbook that we are using to learn and understand the principles of human resource management. This will be where the majority of the principles that I apply to my sources will come from to help with the understanding of fair pay for hours worked. This source will help to explain the ground work that was established for the overtime rule. The principals and strategies discussed in this textbook are the basis for creating an equal opportunity employment environment for all workers no matter the age, race, gender, or education level.
The information presented in the textbook helps to understand good background information on the process of equal employment opportunities. It also explains the dynamics of the current pay structure and the reasons for why it is the way it has been for many years.
Miller, E. (2016, May 23). Progressive Nonprofits That Oppose the New Overtime Rules for Low-Income Workers Are Hypocrites. Retrieved November 09, 2016, from http://inthesettimes.com/working/entry/19144/overtime-rules-department-labor-low-income-workers-prig-hypocrisy
This website talks about the final version of the overtime rule. It also mentions the groups that have been focused on the outcome of the updated rule. There is discussion about the feelings of the progressive nonprofits, who are told that their good work more than makes up for the low pay that they receive. A specific nonprofit outfit is presented within the article as an opposition to the new rule and promising to do all within their power to not have the overtime rule be put into law. Companies would have typically paid salaried employees just over the old threshold in order to avoid paying overtime for all the extra hours worked.
Peltz, J. F. (2016, June 02). Analyzing the new rule for salaried workers’ overtime pay. Retrieved November 09, 2016, from https://www.latimes.com/la-fi-qa-overtime-20160601-snap-story.html
The article by an LA Times writer touches on how California employers must comply with both the federal and state laws that are in place. The writer cites the Labor Department about the erosion that is occurring due to the inflation every year. A lawyer answers multiple questions that the LA Times ask about the new overtime rule. Some of the questions focus on number of workers affected, the automatic update the threshold every three years, jobs most affected, and if there is any way for a business to get around this new law.
Ross-Brown, S., & Teuscher, A. (2015, September 03). Why the DOL’s New Overtime Rule is Such a Big Deal. Retrieved November 13, 2016, from http://prospect.org/article/why-dols-new-overtime-rule-such-big-deal
The end of the public comment period is mentioned on this website. The article also explains how the limits were set on the previous overtime rule. The new rule removes some of the verbiage that was in place that limited the laws affectability. The new law will disproportionately benefit women, minorities, and workers who are less educated giving them more bargaining power then they are typically use to having.
Shierholz, H. (2016, May 05). Who Benefits from the New Overtime Rule. Retrieved November 09, 2016, from https://blog.dol.gov/2016/05/18/who-benefits-from-the-new-overtime-rule/
This article uses a table to show the demographic breakdown of white-collar, salaried workers who are currently not included in the current overtime law. The next columns in the table show the number and share of workers who will benefit from the new law. The table shows that currently exempt women are more likely to earn less than male counterparts which means that a higher share are effected by the change.
Straz, M. (2016, June 06). Here’s What Happens When Salaried Employees Become Hourly. Retrieved November 09, 2016, from https://www.entrepreneur.com/article/276811
The writer of this article goes into explaining the legal implications that may be attached to the new law. He mentions that the reclassification of an employee needs to be well documented. The writer also brings up the possible change to benefits that could occur to help with offsetting the cost endured in paying the employees more for the hours worked. He also mentions the loss of flexibility that may take place when the overtime rule goes into effect.
The Overtime Rule. (2016). Retrieved November 07, 2016, from http://www.dol.gov/featured/overtime/
This is a short video explaining the concept of the overtime rule. The details of the final
rule is laid out for us to be able to review. Also a picture of the United States is shown with a
breakdown of the amount of workers that are effected in each state.
Wage and Hour Divison (WHD). (n.d.). Retrieved November 09, 2016, from https://www.dol.gov/whd/overtime/final2016/
The article from the United Stated Department of Labor goes over the key provisions of the final rule. The article also mentions the due date for any comments on the purposed rule and where the comments can be submitted at.