The working time provisions adopted before 1 January 2018, which are in force on 1 November 2020, now apply only if: Note: Collective agreements can define different methods of distributing copies of financing agreements to employees. During or at the end of a period of time, an employer may have a written levy of at least two weeks on any worker concerned: if a collective agreement provides for another, the condition of passage from one position to another must be in accordance with the collective agreement. The worker must work on the agreed schedules and obtain the agreement of the supervisor/head of department before overtime work. Note: The 9-week/2-week option can be difficult for non-exempt employees to organize. According to the FLSA, all non-exempt employees who work more than 40 hours during a normal work week or 80 hours during a pay period are entitled to overtime pay. Overtime pay is calculated at 11/2 times the officer`s normal rate of pay. In addition, the Ministry of Labour and Duke prescribed compensation and compensation practices that will be paid during the period during which the work is performed. It would be very difficult to develop different salaries each week to respond to alternating work schedules in order to meet this rule. For a total of 70 hours over two weeks of work, 40 hours per week and 30 hours the following week, for example, an unpaid employee would require different pay for each work week. Employers are not prevented from changing the worker`s work schedule, but 24 hours of work and 8 hours of rest between shifts are still required. When the employer and employee accept a break with a salary instead of overtime, overtime is paid at a rate of at least 1 hour for each overtime worked.
For more information, see overtime and overtime. A worker is entitled to overtime under a placement agreement in the event of an overspend: another popular option is a nine-day/two-week work plan that allows two or nine and a half weeks of work to be condensed into nine or a half weeks. This is popular with employees who want some flexibility in their schedule and have nothing against, add time in the beginning or end of the work day, but do not want long days to require a compressed work week. This option is easier to apply to non-taxable workers (two paid weeks) for whom the maximum working time is determined, but it is not excluded for monthly paid employees who may work more than 40 hours during the work week. Duke Payroll`s practices require that non-exempt staff who accept a weekly compressed work agreement be paid overtime based on all hours of more than 40 hours during a work week. Flexible time is a paid break that is granted when an employee works more than the hours scheduled on a day, but no overtime. Average hours of work can be worked between a worker or a group of workers and their employer. Weekly compressed work agreements are initiated on an experimental basis and can be recruited at any time at the request of the employee or the supervisor/head of department. The units and the department reserve the right to immediately suspend the agreement in case of unforeseen circumstances regarding the employee`s performance or the needs of the company.
Supervisory authorities and department heads have the power to approve compressed workweek agreements. The order of work of a staff member must be indicated in advance. The following guidelines are presented to assist in the development of compressed weekly work agreements that are fair and understandable and that benefit each other`s unit or department and employee.