Question

Employees who work for government agencies or municipalities have long been permitted to take time off, rather than receiving extra pay when they work over 40 hours a week. This compensatory time option allows the employee to receive the equivalent of one and one half hours for each hour of overtime worked in time off. Law enforcement, fire protection, emergency response personnel, and employees engaged in seasonal activities may accrue up to 480 hours of comp time, and all other state and local government employees may accrue up to 240 hours. An employee must be permitted to use compensatory time on the date requested unless doing so would "unduly disrupt" the operations of the agency.

A bill called the Working Families Flexibility Act (H.R. 1180) was recently introduced in Washington that would amend the FLSA to permit private-sector employees the same options as those in the public sector. Employees would be entitled to one and one half hours of time off for each overtime hour worked. They would be able to accrue to up 160 hours per year. The employee would have the right to request payment of any accrued compensatory time at any time. The decision to opt for compensatory time rather than pay would always be the employee's, not the company's. The bill explicitly prohibits employers from intimidating or threatening workers about whether to choose monetary pay or compensatory time off. The protections for workers in this proposed legislation are stronger than those already in effect for public-sector workers.

Proponents of the legislation point out that work has changed considerably since 1938 when the FLSA was first enacted. The 40-hour workweek is less typical of today's workplaces. With many individuals working from home and unusual shifts and alternate schedules, this would provide a way for them to better accommodate their personal and family schedules. Employees could plan ahead for anticipated maternity leaves, family vacations, and other events.

Opponents cite several concerns about extending comp time to private-sector workers. They believe that businesses would coerce their workers into accepting comp time rather than taking monetary compensation for overtime worked. They also dislike the fact that employers can decide when and if comp time can be used by an employee who has banked the hours. Employees must request in advance if they wish to use comp time, and the employer can deny requests if they unduly disrupt operations.

1 - Naomi, a manager, works at a firm that recently adopted measures recommended by the bill Working Families Flexibility Act. Which of the following benefits is she entitled to?

a. She will most likely be able to work less than 40 hours a week.

b. She will most likely be able to receive only non-monetary rewards.

c. She will most likely be able to work only from her office.

d. She will most likely be able to get paid time off.

2 - A bill called the Working Families Flexibility Act (H.R. 1180) was recently introduced in Washington that would amend the FLSA to permit private-sector employees the same options as those in the public sector. Which of the following is a likely negative outcome of this bill?

a. Employers could force their employees to not work from home.

b. Employers could coerce their workers into accepting only non-monetary benefits.

c. Employers could coerce their workers into accepting comp time rather than taking monetary compensation for overtime worked.

d. Employers could force employees to not take unplanned leaves.

3-  A bill called the Working Families Flexibility Act (H.R. 1180) was recently introduced in Washington that would amend the FLSA to permit private-sector employees the same options as those in the public sector. Which of the following is a likely outcome of this bill?

a. Public-sector employees will only be permitted to receive extra pay when they work overtime.

b. Private-sector employees will only be permitted to receive non-monetary rewards when they work overtime.

c. Public-sector employees categorized as direct employees will be permitted to receive extra pay for working overtime.

d. Private-sector employees will be permitted to take time off rather than receive extra pay when they work overtime.

Answer 1

1. She will most likely be able to get paid time off because the employers do not want to provide monetary benefits in return of over time done by the employees.
2. Employers could coerce their workers to accept the compensatory time rather than taking monetary compensation for the over time.
3. The outcome of the bill may be that private sector employees will be permitted to take time off rather than extra pay for the over time. It is for the protection of worker as employers generally do not provide monetary benefits against the over time but from now due to this bill employee has the option to ask for time or money.