Lynn C. Woolsey: “I know about work schedules and overtime from two perspectives. In fact, I am an expert on this issue. First, as a human…”

“I know about work schedules and overtime from two perspectives. In fact, I am an expert on this issue. First, as a human resources/personnel manager for over 20 years. And, second, as a working mother. I have raised four children--now four wonderful adults. I know what its like to have a job and try to find the time to go to a parent/teacher conference or a child's plan or sporting event. I know what it means to get that phone call early in the morning that the babysitter is sick and will not be coming that day. Believe me, I know how important it is for working parents to have flexible work schedules. But this bill before us today, H.R. 2391, is not about flex-time for workers. It is about more flexibility for employers. As a human resources professional, I know how this can work. Like mandatory overtime, comp time can become just as mandatory because it allows the employer to restrict use of comp time to the employer's schedule--when it will not unduly disrupt the business. Let me tell you that means--plain and simple--the boss will stay the boss, not only in deciding on who works overtime and when, but, also when comp time can be used. That is flex-time for the employer. If my colleagues on the other side of the aisle are so concerned about working families, they should use their influence as the majority party to make the use of comp time truly voluntary and to get a bill to the President increasing the minimum wage.”