Forums
Overtime Question - sort of
Legal Forum
Overtime Question - sort of
Discuss employment-law issues such as family leave, overtime, disabilities law, harassment, immigration and termination.
Due to budget constraints, we have to CLOSELY monitor overtime.
Here is the scenario - Employees work half hour over regular schedule one day for staff meeting. Standard practice is to flex time the
0
Cat:Topic ForumsForum:ForumId54
Cat:Topic ForumsForum:ForumId54Discussion:DiscussionId36492
Forums » Topic Forums » Legal Forum » Overtime Question - sort of
|
Overtime Question - sort of
posted at 4/20/2010 11:39 AM EDT
|
Posts: 323
First: 6/15/1999 Last: 9/9/2011 |
Due to budget constraints, we have to CLOSELY monitor overtime.
Here is the scenario - Employees work half hour over regular schedule one day for staff meeting. Standard practice is to flex time the following day to stay within 40 hours that work week. One employee did not do this, so we will pay her the time and a half required by law. To offset this, can the employee's work schedule the following work week be reduced by 45 minutes? The overtime is considered "unapproved". There are no unions or agreements, etc. |
|
|
Overtime Question - sort of
posted at 4/20/2010 6:08 PM EDT
|
|
Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
I am unclear what you are trying to accomplish. Are you using the 45 minutes to "recoup" her unscheduled overtime from the week before or is this a disciplinary action? Either is ok but I'm unsure of the value on behavior change. |
|
|
Overtime Question - sort of
posted at 4/21/2010 3:54 AM EDT
|
|
Posts: 323
First: 6/15/1999 Last: 9/9/2011 |
I'm thinking it's intended as a little of both. I'm also pretty sure it isn't going to have any impact on behavior. I have reminded the supervisor involved that the conference/warning needs to be very specific that continued disregard for instructions and/or procedures will result in more serious consequences. The hard part is getting supervisors to follow through with such warnings. |
|
|
Overtime Question - sort of
posted at 4/21/2010 11:18 AM EDT
|
|
Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
"The hard part is getting supervisors to follow through with such warnings." Gosh, are you sitting near me?
But no really, I have started telling supervisors/managers that if they don't follow through, then they will get a writeup in their file. It's part of their job description. Not an easy one, but if you are supervisor/management quality, you must be able to carry through. If they have a problem with the policy itself, then they need to come to HR/management team and work to get the policy changed. Otherwise they are to abide by it and require that their subordinates abide by it or face the consequences. Too many times, supers and managers only apply the consequences to employees they don't like. This can get the company into Title VII discrimination issues if that person also happens to be in a protected class (which everyone is!). In one EEOC complaint, we had to provide a issues and discipline log of all employees for 1 1/2 years to prove we were consistent. Let me tell you that shows you pretty loud and clear whether discipline is happening according to policy! |
|
|
Overtime Question - sort of
posted at 4/21/2010 2:05 PM EDT
|
|
Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
We have similar constraints about overtime because we just don't have the funding for it. I have explained to staff and supervisors alike that if unapproved ot happens, we will in fact reduce the hours of anyone the following week. We must live within these funding constraints. We are a non-profit and simply cannot find the extra funding for OT.
We apply this process to anyone that works the OT that is not approved. |
|
|
Overtime Question - sort of
posted at 4/21/2010 2:05 PM EDT
|
|
Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
We have similar constraints about overtime because we just don't have the funding for it. I have explained to staff and supervisors alike that if unapproved ot happens, we will in fact reduce the hours of anyone the following week. We must live within these funding constraints. We are a non-profit and simply cannot find the extra funding for OT.
We apply this process to anyone that works the OT that is not approved. |
Forums » Topic Forums » Legal Forum » Overtime Question - sort of
