Washington, D.C. – Today, the U.S. House of Representatives passed the Working Families Flexibility Act of 2013, which will allow non-salaried private-sector workers to receive paid time off, or “comp time,” for overtime hours worked. Rep. Noem cosponsored this legislation to provide working families additional flexibility to choose between paid time off and overtime pay.

"We know this flexibility works for public-sector employees, so why not give moms and dads the opportunity to decide for themselves what is best for their families?" said Rep. Noem. "This common-sense bill will allow hourly workers the opportunity to decide for themselves if time is more valuable than cash for those extra hours put in at the office. As a working mom, I understand how challenging it can be to balance work and family life. This legislation would provide families more flexibility to make their lives a little less hectic."

The Working Families Flexibility Act of 2013 (H.R. 1406) will:

  • Allow employers to offer employees a choice between cash wages and comp time for overtime hours worked. Employees who want to receive cash wages would continue to do so.
  • Protect employees by requiring the employer and the employee to complete a written agreement to use comp time, entered into knowingly and voluntarily by the employee.
  • Retain all existing employee protections in current law, including the 40 hour work week and how overtime compensation is accrued. The bill adds additional safeguards for workers to ensure the choice and use of comp time are truly voluntary.
  • Allow employees to accrue up to 160 hours of comp time each year. An employer would be required to pay cash wages for any unused time at the end of the year. Workers are free to ‘cash out’ their accrued comp time whenever they choose to do so.
Rep. Noem continues to be an advocate for working families in Congress. In 2012, Rep. Noem was one of thirty recipients of the 2012 Best of Congress Award, which celebrated Noem’s leadership in improving the quality of life for working families. Applicants were judged on their voting record, sponsorship of legislation, constituent casework, and other activities that demonstrate their commitment to improving the lives of working families. Applicants were also asked to submit employment policies and practices within their own offices that support working parents and flexible workplace options.

Do you want to sign up for my E-Newsletter?