Roundup: OT exemption, Bias and discrimination, Noncompetes, Quiet Vacationing, DEI

This article is a how-to on how to convert exempt employees to nonexempt and figure out their hourly pay. Regulators are never going to get mad about paying employees overtime; it's the legal default unless an exception applies. But there are more issues than just pay.

We are all biased. We're built that way. We immediately judge every new thing as scary or not scary. Not scary: good. Scary: bad. It's a simple, binary system. We love simple, binary systems! They offer certainty. We love certainty!

I suspect that this is more legal maneuvering to challenge agency powers more than anything the FTC has done or is doing. This is because noncompetes are ridiculous in most cases. But here's the latest drama and a great explanation of the court's ruling (sort of) enjoining the FTC ban on noncompete agreements.

Stop it. Really. Let's stop calling normal employee issues and behavior "quiet." There is no such thing as quiet quitting (doing the bare minimum), quiet vacationing (doing the bare minimum someplace else), quiet firing (setting employees up to fail), or any other iterations of the quiet nonsense.

The rules requiring equal opportunity have been in effect since the early 1960's, more than 60 years and my entire lifetime. Growing up, I proudly wore my "A woman's place is in the House and in the Senate" t-shirt. I was told I could do and be anything. The fact that I'm a girl didn't matter anymore. But it did.