Complete Labor Law Poster for $24.95
from www.LaborLawCenter.com, includes
State, Federal, & OSHA posting requirements

Announcement

Collapse
No announcement yet.

PA - employer manditory "flex" time for on-call weeks Pennsylvania

Collapse
This topic is closed.
X
X
 
  • Filter
  • Time
  • Show
Clear All
new posts

  • cbg
    replied
    Although the employee has a guaranteed right to be paid overtime WHEN WORKED, he does not have a guaranteed right to work overtime. Schedules are always at the opt of the employer. It is 100% legal to adjust schedules so that an employee does not work over 40 hours a week.

    Leave a comment:


  • Betty3
    replied
    Agree, the employer can schedule the time/days worked each week so OT does not
    have to be paid. It's perfectly legal.

    Leave a comment:


  • lolcat
    replied
    If your husband is a non-exempt employee, his employer is required to pay him for all hours worked. Labor law does not address when an employer can and cannot schedule an employee and for how long, with very limited exceptions (airline pilots, minor children, etc.). What your husband's employer is doing is perfectly legal.

    Leave a comment:


  • PA - employer manditory "flex" time for on-call weeks Pennsylvania

    Hi,

    Here are the details of a situation that my husband is currently facing. Hourly employees eligible for overtime work a fixed schedule Mon through Fri weekly. (7:30 - 4:00) with the pay period being Sunday to Saturday. They are required to do one on call week in a set rotation. On Call weeks run Friday to Thursday. The employer is forcing the employees to take one "flex" day off (Mon, Tues, Wed, or Thurs) prior to the start of the on call week so they do not have to pay overtime for time worked on Saturday if they are called in.

    Is this legal?

    Thank you for your help
The LaborLawTalk.com forum is intended for informational use only and should not be relied upon and is not a substitute for legal advice. The information contained on LaborLawTalk.com are opinions and suggestions of members and is not a representation of the opinions of LaborLawTalk.com. LaborLawTalk.com does not warrant or vouch for the accuracy, completeness or usefulness of any postings or the qualifications of any person responding. Please consult a legal expert or seek the services of an attorney in your area for more accuracy on your specific situation.
Working...
X