Overtime on reduced hours

TELLIT01

Common contract term maybe, but there is so much variation within contracts that I don't think there is such a thing as a 'normal contract', certainly not where overtime is concerned. One place I worked the O/T payment was a fixed rate irrespective of your normal hourly rate. Another used the system outlined above, and another had everybody who worked overtime paid at time and a half or double time irrespective of their contracted hours.

Takeaway_Addict

getmore4less wrote: »

They should give holiday accrual for extra hours.

If not that is a more reasonable reason to not do OT, just getting regular rate up to full time is reasonable.

If standard hours are 40 then anything less than that can be part time.

Could not should

FBaby

They do this because otherwise, PT staff get more money for working the same hours than FT, which is then unfair to FT workers who ask to go PT themselves if extra hours are almost guaranteed.

That system is fair.

newwave19

I'm in the same boat. That's why I don't do extra hours unless it suits me (generally take it as time owing, and then I take the time back when I want).

I do however think that overtime pay should be once you exceed your contracted hours, and not the FT hours. My contract states 20 hours, a FT employees states 37 hours, it should be that once you exceed these, there should be no difference.

As for HBC42's comment "I also don't know why there is a problem with this, otherwise all FTers would opt for PT and earn more money - your wife is not entitled to earn more than anyone doing 40 hours FT at flat rate." The reason FTer's don't go PT is that you aren't guaranteed extra hours when you are a PT employee, infact me as a PT employee doesn't want extra hours, I only do it to help out my employer

custardy

newwave19 wrote: »

I'm in the same boat. That's why I don't do extra hours unless it suits me (generally take it as time owing, and then I take the time back when I want).

I do however think that overtime pay should be once you exceed your contracted hours, and not the FT hours. My contract states 20 hours, a FT employees states 37 hours, it should be that once you exceed these, there should be no difference.

As for HBC42's comment "I also don't know why there is a problem with this, otherwise all FTers would opt for PT and earn more money - your wife is not entitled to earn more than anyone doing 40 hours FT at flat rate." The reason FTer's don't go PT is that you aren't guaranteed extra hours when you are a PT employee, infact me as a PT employee doesn't want extra hours, I only do it to help out my employer

Then a 37 hr PT worker would earn more than a FT worker.
You said yourself you like the flexibility of taking hours when it suits. Both sides have benefits.

[Deleted User]

She is being asked to do extra time not overtime

newwave19

custardy wrote: »

Then a 37 hr PT worker would earn more than a FT worker.
You said yourself you like the flexibility of taking hours when it suits. Both sides have benefits.

I only do it when it suits me because I don't want overtime, hence the taking it as time off later in the week/month. I dropped to part time so I could look after my kids without having to fork out for child care, so I am happy with my 20 hour contract. This however doesn't mean I won't try to help my employers out if they are stuck.

and to be honest, if an employer is constantly having PT employees working FT hours, then they need to look at recruiting extra staff.

TELLIT01

newwave19 wrote: »

and to be honest, if an employer is constantly having PT employees working FT hours, then they need to look at recruiting extra staff.

My wife works in a department of 5 people, 3 of whom are part time including my wife. Two are going on maternity leave at virtually the same time next year. Her manager said they would cover the absence with overtime, until all the part timers made it very clear that they are part time because that's what they want to work. The company is now looking at recruiting to cover the maternity leave.

One-Eye

A company I worked for had a mix of full-time (35 hrs) and part-time staff. Part-time staff working extra hours on weekdays received just the hourly rate until they had worked 7 hrs in a day, then received time+third for the next 2 hours then time+half for any more. This meant they were paid exactly the same as a full-time worker for that day.

Part-time or full-time staff working on a day they would not normally work at all (eg. Saturdays for everyone, or say, Fridays for someone who normally worked just Tue, Wed & Thur) were paid time+half throughout and there was a minimum of 4 hours paid, even if they worked fewer hours.