Evening overtime at an event during the week has been normally classed as part of the role and therefore not paid. However, if attendance is required at a major event over the weekend the employees are requesting overtime (This has also been paid in the past) but the MD's are saying now only offer TOIL. This is for our office based staff only.
In addition, our manufacturing team get paid overtime rates for achieving over their targets which applies to week and weekend work.
I want to make sure what we offer is fair and consistent but this is two completely different area's of the company.
Can anyone give me advice on what you currently offer/do in this situation?
Thanks!
Replies
Hi Joanne
We discussed this in our Level 5 group in Birmingham on Friday and in summary as they are two different parts of the business we did not see the problem with adopting two approaches.
We did however feel that as the office workers are not normally required to work weekends as part of their contractual hours that this should be paid as overtime and not offered only as TOIL.
I did once work for an employer who did not pay OT and any hours worked during Monday to Friday were unpaid. If I was required to work weekends I received TOIL but never OT pay.
I hope this helps!
Kind regards
Sarah
Thanks for the reply I have a Level 5 group today and we are looking at Reward Management. One of the elements we cover is motivational theories and specifically Equity Theory so I will use your specific work example as a discussion point with the group and see what we can come back with? I will post something over the weekend with the feedback.
Regards
Sarah
Thanks Sarah, appreciate it!
They are both salaried but most of the manufacturing are on a slightly lower basic to some of the office staff.
Hi Joanne
Thanks for posting an interesting question, are there any other differences between the office based staff and manufacturing e.g. is one group salaried and the other hourly?
Regards
Sarah