Employers generally seek to minimize costs related to overtime work. What are some options for accomplishing this goal in a lawful manner? How should employers who need employees to be on-call structure these arrangements to conform with the law while minimizing overtime liability?
Some lawful was to minimize cost related to overtime work is to preparation on a weekly basis. I feel that team meetings and weekly preparation can assist in minimizing overtime and it gives better understanding of where you stand with task, objectives and also time sheets. I also think that communication goes a long way when it relates to overtime. Management can simply ask associates where they stand with time and it is also up to department heads or middle management to manage the time clocks and punches of all associates on a weekly basis. Majority of the time overtime arises because of lack of communication and also lack of management. As a previous manager in the restaurant industry when I would make schedules I would schedule all employees for only thirty-five hours. For this reason it gave you an allotted five hours of gray area just in case other employees did not show up in time for work, or employees did not finish their duties before there clock out time. There are a variety of ways just as the example given. A few other examples are to again manage time sheets, communication with each associate and also minimize hours that are allotted for employees.
When an individual is placed on call there are chances that they will work as well as chances that they will not. It is hard to determine if you should allow them to take time off during the week so that they can be off for the on call time frame or adjust later throughout the week to assist with being on call. I think the best that you can do is going to be base around history and statistics based on the field that you are in and history of the si