The new overtime rules in the Fair Labor Standards Act, pushed by the Bush Administration under the guise of "updating", took effect August 23 after lengthy and repeated efforts to amend or defeat them were thwarted by the Bush administration. For an analysis of the situation and the new rules, visit the Economic Policy Institute overtime page. Their downloadable report, "Longer Hours, Less Pay" is very readable and worth reading.

What will the impact of the new rules be for union workers?

Overtime rules for union-represented workers are spelled out in the collectively bargained contract between the employer and the union. A collective bargaining agreement may not set a standard lower than those set by state and federal laws, including rules governing such things as minimum wage, overtime, and workplace safety, but unions and employers are free to agree to higher standards, or to set standards in areas not covered by any law.

Collectively bargained rules relating to overtime are of course in effect for the duration of the contract. But the next time the union goes to the bargaining table, the new rules will have changed the low standard above which we negotiate. History has taught us time and again that the worse things are for the non-union workers around us, the harder it is for us to achieve improvements at the negotiating table.

Sections of the new rules most likely to apply to the circumstances of IBEW 1837 members would be those defining and covering working supervisors, team leaders, and work experience.

While unions will continue to strive to negotiate overtime rules that exceed the legislatively mandated minimums, the new overtime rules are scraping one more layer off the floor that is holding us up. They will also affect the incomes of many of the households our companies depend on to pay the bills to maintain our jobs.