Comments on: Understaffing leads to 77% rise in overtime suits: How to stay safe http://www.hrrecruitingalert.com/understaffing-leads-to-77-rise-in-ot-suits-how-to-stay-safe/ Headlines and advice for the practicing recruiter Mon, 20 Jun 2011 04:03:43 +0000 hourly 1 http://wordpress.org/?v=abc By: HRRecruitingAlert.com » Blog Archive » Most workers say their employer breaks wage-and-hour laws http://www.hrrecruitingalert.com/understaffing-leads-to-77-rise-in-ot-suits-how-to-stay-safe/comment-page-1/#comment-15566 HRRecruitingAlert.com » Blog Archive » Most workers say their employer breaks wage-and-hour laws Tue, 22 Sep 2009 11:02:01 +0000 http://www.hrrecruitingalert.com/?p=2182#comment-15566 [...] Understaffing leads to 77% rise in overtime suits: How to stay safeCompanies stop hiring smokers: Is that legal?State gives workers 4-day weekCourt: Employer owes fired worker for unused vacation [...] [...] Understaffing leads to 77% rise in overtime suits: How to stay safeCompanies stop hiring smokers: Is that legal?State gives workers 4-day weekCourt: Employer owes fired worker for unused vacation [...]

]]> By: Mike http://www.hrrecruitingalert.com/understaffing-leads-to-77-rise-in-ot-suits-how-to-stay-safe/comment-page-1/#comment-15532 Mike Mon, 21 Sep 2009 17:53:16 +0000 http://www.hrrecruitingalert.com/?p=2182#comment-15532 Since they have already been verbally warned and there has been no positive change, I would suggest giving them a written warning, noting that while their desire to put in the extra effort is appreciated, it's illegal for them to work off the clock and puts the company at significant financial and legal risk. In addition, it's a poor example to other employees, especially if they ever expect to become part of management. At this stage, I would also coach them on various process improvement techniques aimed at reducing waste in whatever business/production processes they are involved in so they have the best chance of getting their work done within their normal 40 hours. At the next violation, I would give them 3 days off without pay and warn them that further violations could (or would) result in termination. If it happens a third time, it's time to let them go for blatant insubordination. I realize that sounds really hard-nosed, but well-meaning people that continuously violate company policy and the law demonstrate they are not true team players, and if you let their behavior continue unchecked you, as a manager, indicate to everyone around that violating company rules and the law is okay. I appreciate an employee who is willing to go the extra mile for the company, but when they demonstrate that they have no intention of coming into line with your instructions, company policy, and the law, it's time to let them go. Since they have already been verbally warned and there has been no positive change, I would suggest giving them a written warning, noting that while their desire to put in the extra effort is appreciated, it’s illegal for them to work off the clock and puts the company at significant financial and legal risk. In addition, it’s a poor example to other employees, especially if they ever expect to become part of management. At this stage, I would also coach them on various process improvement techniques aimed at reducing waste in whatever business/production processes they are involved in so they have the best chance of getting their work done within their normal 40 hours. At the next violation, I would give them 3 days off without pay and warn them that further violations could (or would) result in termination. If it happens a third time, it’s time to let them go for blatant insubordination.

I realize that sounds really hard-nosed, but well-meaning people that continuously violate company policy and the law demonstrate they are not true team players, and if you let their behavior continue unchecked you, as a manager, indicate to everyone around that violating company rules and the law is okay. I appreciate an employee who is willing to go the extra mile for the company, but when they demonstrate that they have no intention of coming into line with your instructions, company policy, and the law, it’s time to let them go.

]]> By: Lynn G http://www.hrrecruitingalert.com/understaffing-leads-to-77-rise-in-ot-suits-how-to-stay-safe/comment-page-1/#comment-15433 Lynn G Sat, 19 Sep 2009 16:44:18 +0000 http://www.hrrecruitingalert.com/?p=2182#comment-15433 All overtime worked must be paid, whether aprroved or not. You may discipline those who continue to violate your policy/practice of not having OT approved in advance. All overtime worked must be paid, whether aprroved or not. You may discipline those who continue to violate your policy/practice of not having OT approved in advance.

]]> By: JMF http://www.hrrecruitingalert.com/understaffing-leads-to-77-rise-in-ot-suits-how-to-stay-safe/comment-page-1/#comment-15392 JMF Fri, 18 Sep 2009 21:19:02 +0000 http://www.hrrecruitingalert.com/?p=2182#comment-15392 Did you verbalize your points or put them in the form of a memo? Remember, document, document, document. If what they are doing is something that needs to done, how about setting up an evening or a few hours on a Saturday? We have the same issue here and it concerns me also. Did you verbalize your points or put them in the form of a memo? Remember, document, document, document. If what they are doing is something that needs to done, how about setting up an evening or a few hours on a Saturday? We have the same issue here and it concerns me also.

]]> By: Colleen http://www.hrrecruitingalert.com/understaffing-leads-to-77-rise-in-ot-suits-how-to-stay-safe/comment-page-1/#comment-15389 Colleen Fri, 18 Sep 2009 20:46:19 +0000 http://www.hrrecruitingalert.com/?p=2182#comment-15389 I have the same problem as "Question" and have stressed the same 3 items to employees. I will be interested in other responses to this. I have the same problem as “Question” and have stressed the same 3 items to employees. I will be interested in other responses to this.

]]> By: HR Girl http://www.hrrecruitingalert.com/understaffing-leads-to-77-rise-in-ot-suits-how-to-stay-safe/comment-page-1/#comment-15388 HR Girl Fri, 18 Sep 2009 20:43:37 +0000 http://www.hrrecruitingalert.com/?p=2182#comment-15388 Simple...It's a policy violation.... you discipline them. Also hold the supervisors/managers accountable to keep track of when their ee's are working. Simple…It’s a policy violation…. you discipline them. Also hold the supervisors/managers accountable to keep track of when their ee’s are working.

]]> By: Question http://www.hrrecruitingalert.com/understaffing-leads-to-77-rise-in-ot-suits-how-to-stay-safe/comment-page-1/#comment-15357 Question Fri, 18 Sep 2009 14:17:04 +0000 http://www.hrrecruitingalert.com/?p=2182#comment-15357 Recently, in an effort to get things done, some of our hourly employees have been working more than 40 hours a week and not logging it on their timesheets. More than one of them told me that they were just doing what needed to be done to get things accomplished. I stressed to them the importance of 1) accurately logging their time, 2) getting pre-approval (as required by policy) for overtime, and 3) if they do not get pre-approval, they do NOT work the OT. However, I know they've continued to work more than 40 hours in a week, and are just trying to be "sneakier" about it so that I don't call them out on it. I appreciate their dedication, however I know that they are putting the company at risk with their practice. Any suggestions on how to handle this situation? What kind of legal issues are we facing if one of these "time-sheet shavers" terminates and comes back and claims they worked all these hours unpaid? How do we protect the company? Recently, in an effort to get things done, some of our hourly employees have been working more than 40 hours a week and not logging it on their timesheets. More than one of them told me that they were just doing what needed to be done to get things accomplished. I stressed to them the importance of 1) accurately logging their time, 2) getting pre-approval (as required by policy) for overtime, and 3) if they do not get pre-approval, they do NOT work the OT. However, I know they’ve continued to work more than 40 hours in a week, and are just trying to be “sneakier” about it so that I don’t call them out on it. I appreciate their dedication, however I know that they are putting the company at risk with their practice. Any suggestions on how to handle this situation? What kind of legal issues are we facing if one of these “time-sheet shavers” terminates and comes back and claims they worked all these hours unpaid? How do we protect the company?

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