Alternative Workweek Schedule Agreement

If the proposed schedule is adopted, [the work unit`s] employees are entitled to overtime pay only for work that exceeds the normal schedule, not after eight hours per day. The proposed schedule affects your employee benefits as follows: [Provide details of changes, if there are changes; z.B. impact on the delimitation or use of paid leave). If the proposed work plan is adopted, employees of the [Work Unit Specifications] will only be entitled to overtime pay as follows: the company is happy to announce that employees of the [work unit indication, p.B of a department, division, classification of positions, position or separate location] will soon have the opportunity to vote on the implementation of a new plan. Under the new schedule, employees would work [z.B indicate four 10-hour days per week]. 8. Accommodation for staff, if necessary. Every employee in the work unit is subject to the new weekly labour agreement, even if they voted against it. However, the employer must strive to agree on a timetable that does not exceed eight hours per day for workers who have the right to vote, but cannot continue to work on the new schedule. And you need to explore shelters for workers whose religious beliefs or observations conflict with the calendar. If, after the election, an employee who is not able to work the alternative schedule, you are allowed, but not necessary, to make accommodation for the person. Double time.

Staff have double working hours to work more than 12 hours a day and more than eight hours of work on days that are not scheduled regularly on work days. 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. Employers must report the results of the secret elections of the San Francisco Department of Statistics and Labor Research within 30 days of the end of the results. Employers cannot force workers to work immediately on the new schedule. The new timetable can be implemented within 30 days of the announcement of the final result of the vote. Assembly Bill 60 (AB 60) authorizes the Industrial Welfare Commission (CBI) to adopt new procedures for setting up alternative work weeks by 1 July 2000. In the meantime, opinions will differ on the new overtime law, existing wage scales and wage scales to be reintroduced on 1 January 2000. If you opt for an alternative work week, the following steps will help you comply with the broadest reading of the law: On the other hand, an appeals section of the Los Angeles Superior Court, in Mitchell v.