As we head into the holiday season, many of us are putting in extra long hours, and for too many of us, this overtime is basically going unpaid because of outdated overtime regulations.

We can fix this!

*Take action by signing onto our open letter to the Department of Labor here: http://action.momsrising.org/sign/overtime/

Here’s what’s going on: Last March, President Obama directed the Department of Labor (DOL) to update and simplify the guidelines for overtime pay. The DOL is expected to make its decision soon on how it plans to change overtime guidelines. That means that right now is the time for you—and people across the nation—to make sure that the DOL knows we want our outdated overtime protections strengthened. 

In short, the current salary threshold is outdated and means that workers may not qualify for overtime if they make $455 a week, or $23,660 a year, which is below the poverty line for a family of four. But overtime used to protect middle class workers too. In 1975, it covered 65% salaried workers. Today, it covers only 11% of salaried workers.

Right now, too often people are being “promoted” to fancy titles and a salary that matches their hourly pay, but find themselves actually earning less because the “promotion” to a salaried-employee means they no longer qualify for overtime pay. Hard-working moms and dads are getting promoted to management positions, working longer hours, but leaving money on the table because they are not being compensated properly. That is money that could help pay a mortgage, put food on the table for their family, or go into a college fund.

It’s time to close this loophole! This isn’t just a matter of family economic security, it’s a matter of national economic security too.  *Sign on to help make that happen: http://action.momsrising.org/sign/overtime/

We need to make sure the DOL knows how overtime—and lack of it—impacts our families. We're the best people to weigh in on this because MomsRising members and volunteers represent the front lines of what it means to be working moms and dads in the United States.

*Will you sign this open letter to Department of Labor Secretary Tom Perez, calling on him to raise the salary threshold for overtime so more hard-working moms and dads can be compensated for their work? http://action.momsrising.org/sign/overtime/

It’s outrageous (and nearly unbelievable) that moms and dads are working extra long hours and not getting paid for it, but it is true. Just listen to these MomsRising members’ stories:

“Overtime pay for me was the difference between beans and rice for dinner or having meatloaf. Meat is so expensive that on a regular basis I need to struggle to purchase beans, rice, and onions for dinner. Overtime pay is our only way of trying to catch up. Forget about getting ahead. I figured out the drawbacks of becoming a salaried employee and swore that I would never do that. It is just not worth it.” –Allyson, New Mexico

“When I worked for the airlines as a computer programmer, we were classified as 'management' and on salary—and we were required to work as much as 60 hours of overtime a week without compensation.”- Mercedes, Oklahoma

“My husband was 'promoted' in the restaurant industry to a fancy title and lots more hours and responsibility but now brings home less money. Unbelievable! It has affected his self-esteem and has been tough on our 2 year old who misses his Dad.”- Carissa, Texas

We shouldn’t work more to get paid less!

*Will you join me in signing an open letter to U.S. Department of Labor Secretary Tom Perez asking him to close this loophole by strengthening overtime protections to cover more people? http://action.momsrising.org/sign/overtime/

This is important. Updating our overtime regulations could help 10.4 million Americans have greater financial security and ensure that workers are getting paid for all the hours they work.

Many employers try to get around overtime pay by exploiting exemptions to keep staff working harder for less money. We see employers give “comp time” instead of overtime and then pressure workers into not using the comp time they have earned —sometimes to the point where the comp time expires before the employee can access it! 

What moms and dads really want is to be paid for the extra hours they work. And while this is the fair thing to do, it is also the right thing to do economically because a higher overtime threshold could lead employers to hire more employees or increase the hours of part-time workers, meaning there is more money to be spent in our local communities, helping our economy as a whole.

*Join me NOW in signing this open letter to Secretary Perez letting him know that we think the overtime protections need to be strengthened so more hard-working moms and dads can be compensated for their work. http://action.momsrising.org/sign/overtime/

Since the Department of Labor is going to be making it’s decision soon on how it is going to change overtime guidelines, we need as many voices as possible to sign the open letter to Secretary Perez. After you finish signing, please post this link on Facebook and Twitter: http://action.momsrising.org/sign/overtime/.

Together we can protect hard-working moms and dads.

One more thing: If you work more than 40 hours a week, how are you compensated for your work? Do you earn overtime pay? How does overtime pay impact your life and budget? MomsRising wants to hear from YOU about your experience with overtime pay! https://www.momsrising.org/member_stories/topic/untitled_844