An alternative weekly schedule allows you and your employees who are not free of overtime to agree on a schedule of no more than 10 hours per day without the creation of daily overtime. In the most common alternative arrangement, employees work four 10-hour days. The “9/80” program is a plan that allows staff to work 80 hours over nine days. A 9/80 roadmap is only allowed under scales 1, 4, 5, 9 and 10. Other types of planning that are used are a schedule of the combination. This schedule allows an employee to work a combination of hours that must not exceed 10 hours per day. It should be noted that salary scales 14 and 15 currently prohibit any alternative work week. [Include benefits for employees in an alternative work week, z.B. more days off per week, more time for family expenses, etc.] In this specific series of alternative work weeks, we have looked at how employers can manage daily overtime needs using alternative work weeks, such as 4/10 hours. In Parts 1 and 2, we discussed the detailed rules for creating an alternative workweek program, and last month, in Part 3, we accompanied you through the steps to take one apart. This month, in the fourth and final installment, we provide three forms – a standard proposal, a vote and an agreement – that you can use to simplify the alternative introductory process during the work week. Alternative weekly hours allow many employers to avoid daily overtime for workers who work no more than 40 hours per week.
Employers and workers can benefit from such agreements. For example, employers can reduce energy costs by closing their businesses for extra days per week or by taking advantage of other benefits from their activities. Workers can benefit by reducing their shuttle costs and with greater flexibility in their work schedule than in an eight-hour/five-day week. A review of the historical evolution of daily overtime requirements, the language of existing plans and salary statuses, and the rationale for the Mitchell decision is useful in understanding this controversy and making decisions on the type of alternative schedules that may be permitted. The DSLE has taken a rigid approach to the interpretation of alternative workweek statutes and regulations and has limited the maximum daily working time to 10 in another schedule, with the exception of health workers. The DLSE bases its interpretation on the language of Section 511 of the Labour Code and focuses on the division (a) which states that “on an employer`s proposal, workers of an employer may accept a regularly planned alternative work week that authorizes the work of the workers concerned for at least 10 hours per day in a 40-hour week without pay.