Are there any packages being offered? It seems like fundamentally changing someone's pay and job would require it.
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"California employers must remember that – regardless of the salary threshold – the state requires employees to be “primarily engaged” in exempt duties to qualify as exempt. This is different than the Federal standard... more than 50% of an employee’s time must be spent engaging in the activities that earn the exemption (e.g., depending on the exemption, performing such activities as supervising others, exercising independent discretion and judgment, managing a subsection of the company, or performing tasks that utilize the skills learned in their advance degree)."
"Further, in running a cost-benefit analysis when revisiting classification decisions in response to the Federal OT rule, California employers must also consider California’s unique overtime requirements. Whereas federal law only requires overtime pay at time and one half if an employee works more than 40 hours in a workweek, California requires overtime pay at a time-and-a-half if an employee works more than eight hours in a day or on seven consecutive days in a workweek, and at double time if an employee works more than 12 hours in a day or more than eight hours on the seventh consecutive day in a workweek. Thus, it may be costlier for employers to convert employees to non-exempt than they otherwise thought"
https://www.employmentmattersblog.com/2016/05/the-dols-new-overtime-rule-considerations-for-california-employers/
There was no reason to apply this to those above the $47,000 minimum, especially if we are as profitable as they keep claiming we are. The only reason to do that is to have to option to nickel and dime reductions in payroll at later dates. I can already see Follett using this to cut payroll during lean summer days. This is yet another federal law that, while it may have had good intentions, is just going to cause harm to hard working people. Doubling the minimum from 23,000 is asinine. Instead of using the allowed exemptions for SM 2 Follett is just going to blanket apply it to everyone.
Dirty pool mister...dirty pool.
You're getting your pay cut. (making over 47K, but moving to hourly). They're doing it all over the place. I can only speak to stores, but they're taking advantage of this regulatory change to re-classify people, put them into titles/roles that pay less and then either cut their pay or let them go (the end game is my assumption. I've yet to see it play out, but that's what this feels like).
Where do you see this list? I am a lowly textbook manager....did the store manager receive the list?
Was super classy to wait until nearly everyone completed the Voice survey to announce that you're cutting our pay! Further proof that the ivory tower is tone deaf to the feelings/voice of its employees...
It seems that all Store Manager I and Store Manager II positions, as well as other positions, will move to hourly and experience a pay cut to offset the coming overtime (regardless of current pay rate).
What if you make over the $47K?
I am on the list to go hourly but make over that dollar.
Did anyone's RM contact them today after the email went out? This is going to be tricky in CA where overtime is per 8 hour day, not per 40 hour week. I can't see how putting people who are $10-15k over the threshold to hourly makes any sense. The way i read the email, it would apply to every salaried employee except Store Manager III. You're looking at overtime rates around $45/hr. Perhaps CA managers will be exempt?
Did you really think Follett would do something for its "grunts"
Is any of what Follett is doing legal?as a store manager with a signed contract, can Follett break it so easily?
This is the worse company I have ever worked for, another slap in the face, shame on you Follett. Just counting my days.
The email was sent to stores this afternoon and the new policy takes effect on November 27th. It is carefully worded but reading between the lines you can tell there is a cut in the hourly rate earned by those affected to allow for overtime to be paid.
Also please check your states regulations, many states have a "right to know" clause on dept of labor that states you must be informed of any! Pay changes within a certain amount of time...if you have this in your state start asking questions your boss and hr!
Last post should read at end* please prepare yourself for an unfavorable outcome. Typo
It's as simple as this. If you don't meet the exemptions (yes you have to meet all of them!) including the threshold of making 47,476$ per year then you will be affected. Ask yourself this with a company that is clearly failing last year with a huge loss and has not regained its momentum do you honestly think middle retail managers will see a near 8-10k raise to meet that threshold...I think not. Now ask yourself this has your location taken amy metrics or analytics of hours worked to calculate what your hourly will be?? Hmmmmm 1 month from deadline and not a murmur. There are two options left either you are going to see yourself go to salary non exempt with an equal hourly pay that continues your same yearly income (not likely) or you are going to see a mass decrease in pay and forced to hourly based on what overtime you may work, in which as stated above there has been no metrics or analytics taken to determine this! Last but not least you may be terminated ,your job reclassified and replaced by a few full or part time higher paid leads making no where near what you currently do. Please prepare yourself for an undisputed leader outcome on the 1st it is inevitable with the state of the company financially. They will blame it on the government change in overtime rules.
I read the exceptions and none apply to store managers....am I missing something?
There are exemptions to the law, most Follett store managers can and will be exempt.
Know before you worry
https://www.dol.gov/whd/overtime/fs17a_overview.pdf
So store managers will make less than the hourly pay rate of the GM field assistants in the office. Interesting.
Sounds like the BS salary plus thing that Neebo brought out while igniting the dumpster fire.
RM's were called to HO to get info on the new law. My RM said anyone making less than $47k would go to hourly. That Follett was offering a lower rate of pay to compensate for those times you go into overtime. For example, if you make $40,000 salary, which is approx. $19.23 per hour, you will not be making $19.23 per hour, but something lower because they are going to adjust expected overtime into your amount.
What did your RM tell you...you don't need to give figures just the overviews
My RM told me after coming back from a meeting at Home Office.
There is a townhall meeting coming up, maybe that is when it will be announced?
This takes effect Dec 1.....when do you think the higher up will let us in on their grand plan?
https://www.entrepreneur.com/article/276811
The exempt employee earning under the minimum will either get a raise to take them over the minimum and thus keep their exempt status in place.
The non-exempt employee will be converted to exempt (if they earn enough).
The exempt employee will become hourly and paid at an hourly rate less than what they currently earn. This will offset the overtime. Remember, overtime is paid at 1.5 times your hourly rate. So, they'll cut your pay to recover the additional wages. If they restrict your ability to earn overtime, you'll have taken a steep pay cut without benefit.
Look for Follett to fire people, give other near the minimum a small raise and the heap huge work loads on them and make up for it by cutting others' pay without offering the overtime. Follett s---s.
And you know this how?
Or are you guessing like the rest of us?
Salaried managers making $47k or less will go to hourly.
Follett will be offering those managers positions as hourly with a lower wage to compensate for overtime.
Http://Nrf.com/resources/retail-library/overtime
http://bfy.tw/8FbO
I would like to know the same