Researh exploring overtime among salaried government employees - Research Paper Example

The Fair Labor Standards Act also advocates for bonus pay as part of workers’ salary. Extra payment and compensatory time for employees should be discussed by the employee and employer (Stone, 2005). This paper will look at a case involving a director of agency and employees who are demanding compensatory time, Florida administrative codes that focus on overtime, and how the agency can deal with such issues. Question 1 Compensatory time is an alternate method of paying overtime to employees for time worked over 40 hours for nonexempt workers.

As a result, compensatory time should be agreed upon in advance as overtime. Moreover, there is a similarity between Compensatory principles and overtime principles. Compensatory time is only given to nonexempt workers as an alternative to compensation for the work they do overtime. In addition, employees are prohibited from working additional hours so that they can attain compensatory time off for utilization in the future. The directors’ complaints are invalid. This is because workers of local organizations’ do not enjoy the privilege of compensatory time.

Compensatory time should be an agreement between employees and employers (Ulrich, 1996). This will facilitate employers to pay employees their compensation in the form of compensatory time instead of actual payment for overtime. Nevertheless, the agreement between employers and employees before the employees engage in overtime work. Additionally, employees must voluntarily and deliberately accept to be paid in compensatory time instead of actual payment in case of overtime work. The employees must also be aware that the compensatory time is not guaranteed; it may be eliminated, preserved, or employed according to the rules on the same.

In addition, employees who request compensatory time are the only ones who are permitted to enjoy the benefits. The compensatory time can only be awarded if the request time is appropriate and does not affect the department’s operations (Stone, 2005). From these instances, it is evident that the directors’ claims are invalid. From the different viewpoints, the agency employees have not met the requirements for receiving compensatory time. We are not informed of a contract between the management and workers on compensatory time as a means of compensation for overtime work.

Question 2 The directors of the agency do not have a valid claim on compensatory time. According to The Florida Administrative code section 112.061(6), organizations or agencies should pay the employees according to their regular time rate per hour. The normal working hours for excluded employees, including holidays, weekends, and additional time in which the employee receives payment, and time in official, overtime. Moreover, the Florida Administrative code maintain that workers who occupy excluded employment positions in the senior management service and an individual exempt service, for example, the agency administrators, recognized as excluded career service employees, are supposed to perform their duties in relation the rules of the agency (Ulrich, 1996).

In this case, the agency does not incorporate compensatory time as a form of overtime payment. Question 3 The agency should create a labor department to examine and compile employee information on working hours, wages, and additional