Motorcoach Companies Helping Communities Devastated by Hurricane Helene

Hurricane Helene has left widespread destruction, impacting thousands of families and communities along the Atlantic Coast. Now, more than ever, our efforts can make a difference. Several motorcoach companies are stepping up to provide essential support, supplies, and aid to help these communities recover. Join us in this relief effort by donating or volunteering.

How You Can Help

You can get involved in the following ways:

  • Monetary Donations: Financial contributions go directly toward providing essentials like food, water, and shelter for those affected. You can donate directly to local relief organizations.
  • Supply Donations: Essential items like bottled water, canned goods, hygiene products, blankets, and first aid supplies are urgently needed. Find local drop-off points where you can bring these much-needed supplies.
  • Volunteer: Consider volunteering your time to help distribute supplies or assist with rebuilding efforts. Local organizations and motorcoach companies are organizing efforts to transport volunteers and supplies to the affected areas.

 

Member Alerts

U.S. Department of Labor to Update Rule on Overtime Compensation

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U.S. Department of Labor to Update Rule on Overtime Compensation

On Monday, May 23 the U.S. Department of Labor (DOL) is scheduled to publish its final rule modifying the qualifying criterion for exemptions from federal overtime compensation requirements. In short, the rule will vastly expand the pool of employees, employers must compensate at a rate of “time and a half” or overtime compensation, for working over 40 hours per week. The rule is scheduled to go into effect December 31, 2016.  This change to the overtime compensation requirements will be drastic for all businesses, but particularly small businesses and nonprofits across the country.

The American Bus Association (ABA), as a member of the Partnership to Protect Workplace Opportunity coalition (Partnership), is fighting against this rule. The Partnership is comprised of numerous business associations from all sectors, working in concert to stop the DOL rule from going into force. 

WE NEED YOUR ACTION NOW!

Congress is well aware of DOL’s new rule and the numerous efforts by the business and nonprofit communities to dissuade DOL from taking this action. In anticipation of the final rule, bipartisan bills have been introduced in both the House and Senate that would stop the DOL rule, and ensure DOL takes a more thoughtful approach to considering any changes to the overtime compensation regulations.

We need your help to tell Congress it’s time to act on these bills. Simply click on this link: http://protectingopportunity.org/protecting-workplace-opportunity/#/4/, and input your contact details to send a letter directly to your legislative representatives urging them to take action in support of legislation to stop the DOL rule. 

PLEASE TAKE ACTION NOW

HELP OUR INDUSTRY’S VOICE BE HEARD ON THIS IMPORTANT ISSUE!

Background

In response to a Presidential directive, DOL issued a Notice of Proposed Rule Making (NPRM) last July proposing to increase the salary threshold that triggers the overtime compensation exemption for executive, administrative and professional employees. Under current rules, employees holding these types of positions are exempted from overtime if their salary is at least $455/week or $23,660/year or higher. Under DOL’s July 2015 proposal, the salary threshold was to increase to $970/week or $50,440/year; and, rather than going through the rulemaking process to increase the threshold in the future, it would be automatically adjusted annually going forward. While the threshold has not been changed since 2004, a more than 100% increase is simply unmanageable.

For the final rule, DOL made some modifications to its initial proposal, setting the salary threshold at $913/week or $47,476/year, and automatically updating this number on a 3-year basis through indexing. What this means is that employers with executive, administrative, or professional employees making a salary under $47,476/year, you will need to pay overtime rates to these employees if they work any amount over 40 hours per week.  

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