We want to avoid any abuse of the overtime system, whether by our company or by our staff, which can lead to a legal confrontation. We expect that overtime will be required to deal with emergencies, high workloads or other problems. However, frequent and excessive overtime is not good for employee health and performance. The law may or may not allow excessive overtime, but we want to avoid losses in productivity and morality or work-related accidents due to fatigue. We have an obligation to compensate overtime pay on time at the correct pay rates. Employees and managers should follow our time recording systems so that we can keep accurate records. To meet the requirements for registration and overtime pay, we need a smooth procedure. We should record overtime on time. This is the procedure we propose: in our overtime policy in the company, “standard” working time is the regular working time of an employee. They are generally stipulated in employment contracts and follow legal guidelines with regard to minimum or maximum values. “Overtime” that can be compensated refers to any overtime at these hours. Our corporate overtime policy explains how we compensate employees for hours that go beyond their standard schedule. We want the law to be able to exempt some workers from overtime pay.

These employees receive overtime at the discretion of our company. All of the company`s excessive overtime provisions also apply to exempt workers. This company overtime policy is not contrary to legal guidelines. We follow the legislation in this area when we assign or compensate for overtime. It is cheaper than paying standard overtime rates. If so, an average agreement reduces the cost of overtime by confirming that an employee has confirmed that he or she has read, understood and agreed to overtime paid or in the bank by reporting overtime for a period during which overtime is not calculated on hours normally subject to overtime rules. Companies that work outside a standard work week benefit from a financing agreement. A funding agreement avoids costly overtime costs, while employees have greater flexibility and a better work-life balance. The requirement for greater flexibility may be triggered by changes in a worker`s personal circumstances, which require more work time in a day, which, as part of a “normal” employment contract, may trigger the payment of overtime pay.

There is a strict labour law that governs the implementation of average agreements. If you make substantial changes to the agreement, it is strongly recommended that you order a legal review prior to its implementation. Once adapted for your business, the overtime agreement must be used: if employees are working on a system based on the position, we will not do so: employees should read this policy and forward all questions to our Human Resources Department (HR). The funding agreement covers important elements such as the duration of the agreement and the start and end date of the work programme.