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Bill

HR 9216

To amend the Fair Labor Standards Act of 1938 to adjust the rate employers pay for overtime hours from one and one-half to two times the regular rate.

119th Congress Introduced by Yassamin Ansari and 18 co-sponsors

HR 9216 would raise overtime pay under the FLSA from 1.5x to 2x the regular rate for non-exempt workers, requiring employers to adjust payroll and compliance.

Introduced in House
0
WeVote Research Nonpartisan
Bill Summary · HR 9216

Overview

HR 9216, introduced in the 119th Congress and referred to the House Committee on Education and Workforce on June 9, 2026, proposes amending the Fair Labor Standards Act of 1938 (FLSA) to raise the overtime pay rate. Specifically, it would increase the overtime wage from 1.5 times the regular rate to 2 times the regular rate for eligible employees.

  • Sponsors: A broad group of cosponsors from the Democratic caucus, including Chris Deluzio, Adriano Espaillat, Yassamin Ansari, Delia Ramirez, Greg Casar, John Larson, Dina Titus, Sarah McBride, Eleanor Holmes Norton, Pramila Jayapal, Steven Horsford, Judy Chu, Lateefah Simon, Emily Randall, Summer Lee, Rashida Tlaib, Jonathan Jackson, Chuy García, and Bonnie Watson Coleman, among others.

Purpose and Intent

  • The core objective is to strengthen overtime protections by increasing the multiplier for overtime compensation under the FLSA from 1.5x to 2x the employee’s regular rate.
  • The bill aims to provide higher monetary compensation for non-exempt employees who work beyond standard hours, potentially improving income security and addressing concerns about long work hours and fair pay.

Key Provisions (as implied by the title)

  • Amend the FLSA to adjust overtime pay from 1.5 times to 2 times the regular rate.
  • The bill would apply to covered, non-exempt employees under the FLSA, though specific definitions (e.g., who counts as exempt vs. non-exempt, salary thresholds, and any phase-in or exemptions) would be determined by the text of the bill.
  • It would modify the statutory framework governing overtime calculations, payroll practices, and related compliance requirements for employers.

Note: The summary reflects the bill’s stated purpose based on its title. The precise text would specify:

  • Which employees are covered (e.g., non-exempt workers under the FLSA).
  • Any exemptions or special provisions (e.g., certain industries, job duties, or thresholds).
  • Effective date and any transition provisions (e.g., a phased-in approach or a specific enactment date).
  • Administrative and enforcement mechanisms (e.g., penalties for noncompliance, enforcement roles for the Department of Labor).

Affected Parties

  • Employees: Primarily non-exempt workers currently eligible for overtime under the FLSA; they would receive higher overtime pay if they work beyond the standard hours.
  • Employers: Must adjust payroll practices to comply with the higher overtime rate, which could affect labor costs, staffing, scheduling, and budgeting.
  • Federal workforce oversight: Department of Labor would oversee enforcement, guidance, and regulations implementing the new overtime rate.

Procedural and Timeline Considerations

  • Status: Referred to the House Committee on Education and Workforce (as of June 9, 2026). No floor action or passage information provided in the current record.
  • Next steps typically include committee hearings, markups, and potential floor consideration, followed by passage in the House and subsequent actions in the Senate (not specified here).

Potential Impacts and Considerations

  • Labor Costs: Employers would incur higher overtime expenses, which could influence staffing models, overtime scheduling, and overall labor costs.
  • Employee Earnings: Non-exempt workers could see meaningful increases in take-home pay for overtime hours, potentially improving household income for those who regularly work long hours.
  • Economic Effects: Depending on implementation specifics, some critics warn of broader effects on hiring, part-time work utilization, or pricing for services/products; proponents argue it supports fair compensation and reduces burnout.
  • Administrative Burden: Employers may need to adjust payroll systems, training, and compliance practices to align with the higher rate.

Summary

HR 9216 seeks to raise the overtime wage under the FLSA from 1.5x to 2x the regular rate for eligible employees. It would impact non-exempt workers and require employers to modify payroll and compliance practices. The bill has been introduced and referred to committee, with a list of cosponsors signaling broad Democratic support. Full text would clarify coverage, exemptions, effective dates, and enforcement details.

Compiled from official sources — confirm details with the bill’s official record.

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