Overtime
The P.B.S standard policy on overtime is designed to provide a fair balance between the possible needs of the business and the best interests of the workforce. In other words whilst the Employer retains the right in Contracts of Employment to require overtime to be worked it will only be exercised when there is no reasonable alternative.
Most Managers are expected to work whatever hours are reasonably required to carry out their job without the question of overtime pay arising. This is because it is “taken care of” in their remuneration package.
Normally other staff expect an overtime rate of pay or time off in lieu although the latter is expected to be at the Employer’s discretion.
A temporary increase in workload or shortage of staff is usually the reason for over time being required. Occasionally, however, some workers may operate less efficiently or take longer than necessary to do a job so that overtime and extra pay become available to them. This can be avoided by proper supervision.
Health and Safety could become an issue for Employers where overtime is concerned. It will be recalled that the Working Time Directive introduced the “48 hour week” under Health and Safety provisions. In other words it was not considered conducive to good health to work more than 48 hours per week on a regular basis. Consequently it could well be argued that if an employer allows overtime beyond 48 hours per week on a regular basis and this is shown to affect the employee’s health a claim could follow.