What HR Experts Said about Proposed Overtime Rule

May 11, 2016

“All workplaces will be affected by the proposed changes to the Fair Labor Standards Act
overtime regulations.
- SHRM to the Department of Labor, July 21, 2015

“Sixty days is not enough time for my organization to conduct compensation assessments, ensure all employees are correctly classified, and obtain corresponding budget approval.”
- Mariann Stopyra, senior director/human resources, Children’s Hunger Fund, to Congressional Small Business Roundtable, Simi Valley, Calif., March 4, 2016

“If employers are required to reclassify individuals as non-exempt, they will be more likely to adjust schedules in such a way as to minimize the potential for unplanned overtime costs.”
- SHRM in comments to the Department of Labor Wage and Hour Division, Sept. 4, 2015

“Employers will need to closely monitor hours to avoid potential lawsuits and carefully track employee time.”
- Nancy McKeague, SHRM-SCP, senior vice president and chief of staff, Michigan Health and Hospital Association, to U.S. House Subcommittee on Workforce Protections hearing in Lansing, Mich., March 29, 2016

“As a nonprofit organization with limited flexibility in the budget, I have serious concerns about how I will cover potential overtime expenses, while still aiming to provide high-quality services for at-risk youth. Nonprofit organizations like MHY will be forced to make difficult decisions.”
- Elizabeth S. Hays, SHRM-SCP, director of human resources, MHY Family Services, Mars, Pa., to  U.S. House Subcommittee on Workforce Protections,  July 23, 2015

“Being classified as exempt promotes a sense of responsibility and ownership in the company.  Our members report supervisors who are emotionally attached to their professional status will certainly view reclassification as a demotion to their career.”
- SHRM in comments to the Department of Labor Wage and Hour Division, Sept. 4, 2015

“Automatic increases to the salary threshold ignore economic variations of industry and location and create significant wage compression.”
- SHRM President and CEO Henry G. (Hank) Jackson, in stating SHRM’s support of legislation requiring a thorough analysis of changes to the overtime regulation, March 29, 2016

“Further changes to the primary duty test, including a required quantification of exempt time or the elimination of managers’ ability to do both exempt and nonexempt work concurrently, would greatly impact our workforce. Our hospital would have to hire additional employees.”
- Nicole Berberich, SHRM-CP, human resources director, Cincinnati Animal Referral and Emergency Center, to U.S. House Subcommittee on Workforce Protections, June 10, 2015


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