Overtime vs Hiring

This phase has both informative and persuasive goals. Firstly the orientation intends to clarify that salaried employees by the nature of the contract which they had signed, have the responsibility to render overtime service when the need arises. It also intends to clarify that while such overtime rendered is not compensated in an hourly wage capacity, they should be credited by management as PTO that employees can use at a later time. Aside from informing employees, this phase also attempts to inculcate a leadership enriched culture, where the employees view the company as an extension of themselves. This can be done by showing in the orientation how working overtime benefits the company, and how this benefit corresponds to greater gains for the employees. The orientation should also use PTO and petty cash support during overtime hours to make overtime work appear very reasonable to employees.

While mandatory overtime is utilized in health care organizations as a quick solution to staffing shortages, the consequences of staff and issues with patient care continue to be an ongoing ethical issue. The purpose of this paper is to explore the causes and consequences of mandatory overtime, as well as regulations regarding mandatory overtime.

├Base Pay (fixed as in for the last employee at the same position) 40 %┤

carefully planned out and considered, the total closure or failure of the organization could be at hand in the near future. In our modern age, employers know that salary is not the only factor that should be considered and that salary alone will not lead to better or more highly profitable workers alone. This is why compensation planning is important and why pay should have some connection between performance and compensation. This is why the human resources department should consider many monetary and non-monetary factors when considering how to properly compensate and motivate employees (Dessler, 2013).

* Salary – This is your basic hourly rate which you will be paid per hour you work not including breaks

Part of the contract of employment also states the amount of hours which are required by the employee per week. These hours must be met, and are put forward by the employer on a weekly rota. However, the employee is also entitled to holidays and bank holidays off work, once they have worked a certain amount of time,

For some nurses, mandatory overtime can be an advantage due to financial instability but mostly mandatory overtime can cause fatigue, burnout, injuries, errors, inadequate sleep and deficits in performance. According to research working long hours which consists more than 40 hours a week or over 12 hours a day leads to an increased medication errors and patient mortality. The probability of making medication errors increases tremendously when nurses work longer than 12.5 hours a day. During surveys regarding reasons of overtime, 60 % of nurses stated that overtime was obligatory as part of their job, 29 % of nurses stated that they volunteered and 41% of nurses stated that they were “on call hours” (Bae, 2012)

According to Elizabeth Sykes’ PowerPoint (2017), employees in Ontario are currently required to work forty four hours a week before they can begin to receive overtime pay. Meanwhile, Americans covered by the FLSA enjoy having to work four hours less before overtime kicks in (US DoL, 2017). In the proposal for the new ESA, employees would be entitled to a forty-hour minimum before overtime. This would effectively bring us up to par with America’s Overtime Laws. This potential change would surly benefit employees, especially the ones who enjoy their job and never minded overtime in the first

If we are able to increase the amount the First Shift can produce, then there is less of a need for the Second Shift, which is paid a 50% premium. The same holds true for overtime. The more capacity in the First Shift the less we have to rely on overtime, which is also a 50% premium over First Shift pay.

Full-Time 9-Hour and 8-Hour Workday Employees: For each holiday, full-time 9-hour and 8-hour employees receive holiday pay for the number of hours they are regularly scheduled to work. When a holiday occurs on the employee's day off, the employee receives 8 hours of holiday pay or 8 hours of compensatory time.

You were paid on 9/17 based on your email below. However, one of your non-productive requested time became disallowed because you have already reached your assigned hours. This mean that you can’t exceed your assigned time of 36 hrs if you included the requested non-productive time of Holiday, Sick and Vacation.

I have been working an average of eight overtime hours voluntarily each week. I have recently found out that I don't get paid overtime hours unless it's an emergency. I'm requesting that I get paid for at least half of the overtime hours that I work.

The % of wage overtime changes depending on the number of employees Sam has and the base wage rate. Since the case didn’t specify, assume that Sam has 10 employees. Each employee is then working 9.79 hours per day if actual hours per day is 97.92, which equates to 18% overtime pay (1.79 / 9.79). Since actual costs were $24,675, if we plug those numbers into the equation we can find a more accurate base wage rate for Sam’s company.

More than four million workers will benefit from the new ruling Obama stated regarding overtime. The Overtime Law 2016 indicates that if you work more than 40 hours a week, employees should get paid for it or get extra time off to spend with family and loved ones.

In today’s competitive workforce, compensation and benefit packages plays a crucial role on recruitment and retention for both the organization and the employee. Bumpbie finds itself in a situation where it could positively affect its employee’s morale, turnover rate and longevity; by making a strategic decision to implement compensation and benefit packages that will encourage current workers to stay and entice new applicants. Money is not always the inherent reason businesses experience high turnover rate, the constant shifting in the job market will always be a contributing factor as well as employee’s moral. Mayhew, R. (2016), explains that an “employee compensation plan” refers to all the components offered as well as the way in which they are paid, and the reason behind the employees getting the compensation case bonuses, salary increases and incentives. The fact that there are voluntary and mandatory benefits that organization provides to their employees give employees the freedom of choice, as well as the option to make the whether to stay with or leave an organization based on the benefits it provides. Variable Pay is also an option that some employers offer their employee which is performance based or results oriented. Whether it is profit sharing, merit based programs or incentive bonuses; it all comes down to which organization can provide employees with the compensation or benefits packages that best satisfy their needs.