Overtime Payments Research Articles

Fair overtime pay: the need and rationale for changes

Amendments to the overtime payment regulations provided for by the Federal Law “On Amendments to Article 152 of the Labor Code of the Russian Federation” dated 04/22/2024 No. 91-FZ, effective September 1, 2024, were considered. The analysis of the need for such amendments, which were initiated by law enforcement practice, drew attention to the absence of appropriate conditions in the Labor Code, which allowed the employer to consider only the salary (official salary) of such an employee when calculating remuneration for overtime work. This circumstance infringed on the rights of employees to fair wages for overtime work. The amendments that require consideration of compensation and incentive payments, and not only the basic part of wages when paying overtime, are considered.

A mixed methods evaluation of the appropriateness of hospital on-call pharmacy service use

Abstract Introduction Most English hospitals provide out-of-hours pharmacy support via an ‘on-call pharmacist’.[1] There is scant published literature characterising these services. Prior research[2] suggests a significant number of calls may be inappropriate requests for non-urgent medication or information readily available elsewhere. Delaying while the on-call pharmacist is unnecessarily contacted may avoidably compromise patient care. Handling inappropriate calls may decrease pharmacist job satisfaction and compromise rest between shifts. Dissatisfaction with the on-call commitment is regularly raised at local departmental meetings and exit interviews. Servicing such calls is not sustainable. Aim To explore and quantify appropriateness of calls to the on-call pharmacy service at a single, large, acute English hospital, and to explore the influencing factors behind any inappropriate calls using a theoretically informed approach. Methods A retrospective review of existing on-call records quantified and characterised service use in 2021. Missed calls, callers who did not want the on-call pharmacist and internal pharmacy handovers were excluded. As per previous work, calls were considered inappropriate where an available resource would have provided a complete solution/answer at the caller’s level.[2] Service users were invited to semi-structured interviews via email to explore their capability, opportunity, and motivation to handle pharmaceutical issues. Interviews were conducted and recorded on Microsoft Teams before being transcribed and analysed using a framework based on the COM-B model of behaviour. Quantitative data were analysed in Excel and SPSS v27. Pearson’s chi-square test of independence was calculated for several pre-defined variables with p<0.05 considered significant Results There were 1139 calls in 2021, with 32 meeting exclusion criteria. Of the 1107 remaining, 410 (37%) were inappropriate and 697 (63%) appropriate. Eighty-one (20%) inappropriate calls occurred overnight (22:00-08:30). Almost 90 hours were spent on inappropriate calls, generating £3,144.96 in additional overtime payments to pharmacists. Appropriateness was found to be significantly higher on weekdays (66%) versus weekends (58%), p=0.008, from surgical wards (67%) versus medical wards (58%), p = 0.042 and from doctors (74%) versus nurses (54%), p<0.001. All respondents (five doctors) were interviewed. Analysis found limited training and familiarisation led to low awareness of available resources. Access was often restricted by a cumbersome Trust intranet rather than lack of time. Participants were highly motivated to resolve issues themselves, believing this to be best practice. Conclusion The high proportion, high volume and high cost of inappropriate calls warrants further investigation and intervention. Unfortunately, no nurses responded to interview invitations; this is a significant limitation as nurses were more likely to place inappropriate calls. Future work should consider how nurses can be recruited more effectively. However, analysis of calls combined with elucidation of doctors’ behavioural determinants makes it possible to propose informed interventions. Doctors would benefit from improved awareness of/ability to use resources and improved access to them. Therefore, a searchable electronic “signpost” highlighting resources relevant to common on-call queries is proposed. This would leverage the doctors’ high motivation and the rich data collected in a sustainable, evidence-based intervention designed around service user needs.

Fragmentation of employment relationships, fragmentation of working time: the nature of work and employment of platform takeaway riders and implications for decent work in China

This paper critically examines the notion of working time flexibility of platform takeaway riders and its impact on them in China. Drawing on 25 interviews with platform and takeaway delivery company managers and takeaway riders as well as secondary data, the study finds that the management model adopted by the platform companies and their agency companies often encourages riders to extend their working hours by being designed into the rider's earning system, status level and various incentive schemes. Driven by profits, takeaway delivery platform companies pursue speed and impose harsh punishments for poor customer reviews. Severe competition and the platforms' aggressive pricing and commissioning practices mean that takeaway riders' remuneration is tightly squeezed, with no subsidies or overtime payment, and with rules for bonuses that make it increasingly difficult to earn. Working excessively long and intense hours is the only way that riders can increase their income, which suggests that rider‐oriented working time flexibility is virtually non‐existent. We propose the notion of fragmented employment relationships and fragmented working time to conceptualise working time flexibility in the takeaway delivery context in China. We accentuate the need to examine the quality of working time flexibility when examining this practice. We call for state interventions to provide a greater level of social protection than the takeaway riders are currently experiencing to advance the decent work agenda as part of the Sustainable Development Goals.

Reasons for absenteeism from work among staff nurses working in healthcare settings: A descriptive study

Uninformed absenteeism among nurses seems to be a multidimensional occurrence and is a cause of distress that affects the day-to-day managing of staff schedules, eventually compromising safe and effective healthcare delivery. This study has aimed to determine the other reasons for absenteeism from work among nurses. A descriptive cross-sectional design was used to conduct this study for around three months beginning on 16 September 2021- 26 November 2021. A total of 70 nurses working in different units of the hospital were selected through the non-probability convenience method. The majority of nurses i.e. 60% rated the ineffective policy of sick leaves as the most common reason for absenteeism from work and 55% graded nurse-to-patient ratio amongst the leading causes, other reasons reported were delay in payback and/or denial of overtime payment, lack of policies lack of motivation and inspiration, etc. In conclusion to the findings of this article, there is a dire need to find a solution to the reasons that lead to absence from work.

THE IMPORTANCE-PERFORMANCE ANALYSIS OF COMPENSATION PROGRAMS AT FREEPORT INDONESIA MIMIKA

This study aims to analyze the importance and performance of compensation programs received by the employees of PT Freeport Indonesia, Mimika. This research uses quantitative approach with 100 employees of PT Freeport Indonesia, Mimika as respondents. There 9 total criteria in this research, which is: Salary, Overtime Pay, Incentive, Transportation, Meal Allowance, Annual Leave, Religious Holiday, Health Insurance, and Pension. The result of this research shows that Salary, Pension, and Annual Leave are in Quadrant I; Transportation, Religious Holiday, and Health Insurance are in Quadrant II; Meal Allowance and Overtime Pay in Quadrant III; following by Incentive in Quadrant IV. So, related with the findings in this research, there are some recommendations for PT Freeport Indonesia. Keywords: compensation, importance-performance analysis

Juridical Implications of the Regulation on Specific Time Work Agreements for Termination of Employment and Overtime Pay in Indonesia

Government Regulation No. 35 of 2021 concerning work agreements for a certain time, outsourcing, work time and rest time, and termination of employment, hereinafter referred to as the Regulation concerning work agreements for a certain time, raises various fundamental questions which is also the problem raised in this research. The first problem is what are the implications of the Regulation regarding work agreements for a certain time for overtime pay in Indonesia? and the second problem, namely what are the implications of the Regulation regarding work agreements for a certain time on Termination of Employment? These problems were analyzed using normative juridical research methods. Based on the results of the study it was concluded that overtime pay is a right owned by workers/laborers who are given by employers/employers as a consequence of work performed outside working hours. Overtime pay is also an obligation owned by employers/employers to be given to workers/laborers for their work. Wages begin when work begins and end when employment is terminated. Whereas employers/employers who do not fulfill their obligations to pay overtime wages to workers/laborers will be subject to criminal sanctions.

Estimating labor supply responses to Danish tax reforms

This paper estimates the elasticity of labor supply at the intensive margin by applying the latest estimation strategies from the elasticity of taxable income literature to administrative register data on performed hours of work. Performed hours of work are contract hours plus paid overtime, minus paid absence, vacation, and holiday leave. I estimate elasticities of labor supply at the intensive margin (ELS), labor income (ELI), and taxable income (ETI) of 0.08, 0.06, and 0.1. The results show that the high ratio of ELI to ETI can be attributed to changes in labor supply for wage earners, capturing inherent labor responses. As a result, I explicitly connect the labor supply and ETI literatures. The labor supply response is driven by changes in contract hours, paid absence, and individuals switching between main and secondary employment. These results suggest that contextual factors such as labor market fluidity and flexibility are important to facilitate real responses to taxation and that labor supply responses are core underlying drivers of total responses to taxation.

Monetary rewards and work commitment among teachers in rural public secondary schools in rombo district, Tanzania

In Tanzania government has abolished school fees and build more infrastructures in these schools the performance of these public schools is still poor. This study examined the effectiveness of monetary rewards on work commitment among teachers in rural public secondary schools in Rombo district in Tanzania. The study was guided by four specific objectives namely: to determine the influence of salary on teachers’ commitment in rural public secondary schools; to examine the influence of overtime payment on teachers work commitment in rural public secondary schools; to examine the influence of bonus on teachers work commitment in rural public secondary schools; lastly to determine the influence of house allowance on teachers work commitment in rural public secondary schools. The study employed Frederick Herzberg’s two factor theory. The study employed mixed approach where both qualitative and quantitative approached were used in the study. Moreover, the study employed cross-sectional survey research design. Also, the study employed 157 respondents. Data collection tools were Questionnaire, Interview and Documentary review. Probability and non-probability sampling approaches were deployed where simple random and purposive techniques were used. Qualitative and quantitative data analysis approaches were deployed using content analysis and SPSS, respectively. The findings shows that basic salary and overtime payment have significant influence on work commitment among teachers. While bonus, and house allowance have no significant influence on work commitment among teachers. The study concludes that there is a lot of dissatisfaction among teachers in public secondary schools due to low payment of salary and lack of other remunerations. The study recommends that the welfare of teachers needs to be significantly improved, teacher benefits regarding overtime allowances, need to be clarified, known to all and made available on time and by government so as to motivate them in their works. Also, this study recommends further research on monetary rewards because it is difficult to reach generalization as the study was conducted in Rombo district with small number of populations. For this matter the research may be investigated further in other location.

Juridical Analysis of “Agile Working” from Indonesia’s Positive Labor Law’s Point of View

The Covid-19 pandemic has resulted in the adoption of flexible work systems called Agile Working, which combines work flexibility and technology. This research focused on Indonesian labor laws, namely UU 13/2003, Law No. 6 of 2023, and PP No. 35/2021, to establish legal certainty for Agile Working. Previous research identified a lack of legal framework for remote working, which shares similarities with Agile Working. This research aimed to address this gap by providing new insights and findings. Using the Dogmatic Normative Juridical Method, the researchers analyzed Agile Working within the framework of Indonesian labor law. The researchers engaged in a literature review, encompassing laws, regulations, court decisions, and other legal literature, to thoroughly examine the relevant legal provisions. This involved assessing compliance with labor regulations such as the Manpower Law, government regulations, and labor policies. Relevant court decisions were also considered for legal interpretation.The research concluded that Agile Working could be implemented in Indonesia with legal protection, particularly concerning Working Time and Overtime Pay. The authors recommended that workers and employers adhering to Agile Working in Industrial Relations must uphold their rights and obligations to ensure compliance with the law. To summarize, this research updated previous studies on Agile Working, offering fresh insights and contributions. Through the normative research method, the authors analyzed and interpreted labor laws, providing a deeper understanding of how Agile Working aligns with Indonesian labor law. The research confirmed the legal implementation of Agile Working in Indonesia, emphasizing the importance of respecting rights and obligations.

Pengawasan Dinas Tenaga Kerja Indonesia terhadap Perusahaan Jasa Tenaga Kerja pada Kota Medan

The Medan City Manpower Office stipulates a minimum wage which is the lowest monthly wage received by workers/labourers as a safety net for workers from the arbitrariness of employers in giving wages to workers. The non-implementation of the provision of the minimum wage by employers has an impact on the occurrence of industrial relations disputes between employers and workers/laborers. In this study, the formulation of the problem is how is the supervision of the Medan City Manpower Service regarding the implementation of the 2017 minimum wage in Medan City? What obstacles occurred in supervising the implementation of the 2017 minimum wage in the city of Medan? Labor inspection is carried out to monitor compliance with labor laws and regulations carried out by labor inspectors from the Medan city manpower and transmigration office which is also based on chapter XIV of Law no. 13 of 2003 concerning Manpower. the research method used is qualitative and naturalistic. Based on the research results, it was found that many workers in the city of Medan had not received normative rights in accordance with Law no. 13 of 2003 concerning Manpower, including non-payment of wages in accordance with the minimum wage, termination of employment (PHK) and payment of overtime wages that are not in accordance with the provisions by employers. These workers feel that their rights are not protected by the government, especially the Department of Manpower and Transmigration as the employment agency.
 Keywords: Supervision, employment, law no. 13 of 2003

An Assessment of the Effect of Motivation and Affirmative Action on Employee’s Performance in Gombe Local Government, Nigeria

This study examined the effect of motivation and affirmative action on the performance of Gombe local government staff, where intrinsic motivation, extrinsic motivation and affirmative action are used as the independent variables and performance as the dependent variable. Data was generated using primary source, where 330 staff responded through the use of questionnaire. Multiple regression was used for the analysis. The study found a significant effect of intrinsic motivation, extrinsic motivation and affirmative action on performance. Therefore the study recommended that Gombe local government should do more on intrinsic motivation as it is lagging behind in the area of vacation and job recognition of its workers and also improve the workers remuneration by adhering to the national minimum wage and overtime payment. Keywords: Motivation, intrinsic motivation, extrinsic motivation, affirmative action, performance.

Too Many Managers: The Strategic Use of Titles to Avoid Overtime Payments

Too Many Managers: The Strategic Use of Titles to Avoid Overtime Payments

Is It Appropriate to Use the Health Right as the Basis for Overtime Pay in the Judicial Interpretation No. 785?

Is It Appropriate to Use the Health Right as the Basis for Overtime Pay in the Judicial Interpretation No. 785?

Delay of Issuing Laboratory Test Reports of a State Sector Clinical Laboratory in Sri Lanka: A Case Study

Medical treatment decisions are basically made based on the laboratory test reports. Therefore, rapid and accurate laboratory test report issuing is considered as one of the most noticeable signs of a clinical laboratory. Reducing the delay of issuing laboratory test reports will increase patients’ and clinicians’ satisfaction, reduce the hospital stays and indirect costs associated. Ultimately it increases the better image towards the institution. This study was a cumulative case study conducted at a state sector biochemical laboratory in Sri Lanka. Study tools were focus group discussions and review of secondary data sources. Turnaround time for a selected test was recorded as 3 days where the private sector laboratory benchmark is 24 hours. Three associated problems related to delay of issuing laboratory test reports were identified including non-value added laboratory procedure, increased number of laboratory occurrences and increasing staff focus on overtime. Found issues were brainstormed among few officials under three category labels including process management, quality management and people management to find out the root causes. Process Cycle Efficiency was recorded as 10.4%. Laboratory processes are not standardized and all the sample data management and report generation procedures are done manually. The number of incidences of sample missing and transcription errors was recorded as 12.6% and 9.6% respectively. Staff awareness on occurrence management seemed to be poor and self-audits were not being conducted which caused an increase in the number of occurrences. Annual overtime payment has exceeded the allocated amount by 29.9%. Laboratory staff trainings are not conducted and therefore they are not competent enough on new technology, staff supervision provided is limited and job descriptions are not available which ultimately has driven for high over time payment. Implementing solutions for the found issues will rectify the issue of delaying medical test reports.

Significance of Financial and Non-financial Incentives in Shaping Employee Motivation in Tea Industry: A Sri Lankan Case Study

Sri Lankan Tea sector is experiencing a considerable decline in the labor force, as many workers are moving away from the tea plantations. Incentives are one of the prime factors in reducing labor turnover. However, the role of incentives in employee motivation in the tea sector is questionable. Therefore, the main aim of this study was to identify the role of financial and non-financial incentives in motivating employees in the tea sector in Sri Lanka. Data were collected using pre-tested structured questionnaires from all 60 tea factory workers in Morapitiya Tea Factory, Sri Lanka. In the data analysis, Wilcoxon Sign Rank Test results revealed, bonuses (test value=7.285), over-time payments (test value=7.208), granting EPF/ETF (test value=6.822), job security (test value=7.039), recognition (test value=6.647), positive working environment (test value=6.659) and promotion and career growth (test value=6.548) proven to have a significant (

PAYROLL (EMPLOYEE)-MANAGEMENT

The objective and scope of this research Payroll Management System is to record the details various activities of user. It will simplifies the task and reduce the paper work. The specific tasks involved in payroll administration tend to vary according to the needs of each unique company or organization. For example, some companies have workers that receive commissions in addition to salaries. In these companies, including commissions in employee salaries is a part of payroll administration. For some companies, it also involves assigning exempt or non-exempt status to workers, adding bonuses into paychecks, calculating overtime payments, and adhering to applicable employment laws.

Take steps to prevent violations and lawsuits related to wage‐and‐hour requirements

One common thread that runs through almost every higher ed department is that the entire operation requires long and irregular hours, extending from the traditional workday into nights and weekends. The collective commitment of all employees to do their respective part enables each department to accomplish its varied missions. This approach is often demonstrated by the willingness of dedicated employees to work long hours well in excess of 40 hours per week. Although that commitment of extra time and effort is acceptable for many employees within the department who are considered exempt from wage‐related overtime payment obligations, higher ed administrators must tread carefully regarding expecting any additional time or effort from nonexempt hourly staff. One university recently learned this lesson the hard way.

Evaluative study of business process outsources’ work-life balance policies and programs among customer service associates

When the country is in great turmoil because of the pandemic, the economy is trying to recuperate by means of sustaining industries that can continue without compromising human health. One of these industries is the Business Process Outsources (BPO). The Customer Service Associates (CSA) in the BPO are incessantly working in a work-from-home set-up in order to continue their employment. However, during this time of the pandemic, the work-life balance of these agents has been compromised due to limited funds, activities, and adjusted benefits. In the literature, there’s no study that evaluates the work-life balance programs of the CSAs. This study aimed to assess the Business Process Outsources’ Work-Life Balance Policies and Programs among Customer Service Associates (CSA) through the Provus’ Discrepancy Model based on the provisions of the International Labour Organization for Work-Life Balance. A validated instrument was given to 383 agents in simple random sampling in order to assess if the work-life balance programs were observed during this pandemic. Among the policies, Engagement Activities marked the highest mean (3.83) while Overtime Pay and Night differential garnered the lowest mean (1.87). The results indicated that most of the policies are evidently implemented in BPO companies.

Take steps to prevent violations and lawsuits related to wage‐and‐hour requirements

One common thread that runs through almost every higher ed department is that the entire operation requires long and irregular hours, extending from the traditional workday into nights and weekends. The collective commitment of all employees to do their respective part enables each department to accomplish its varied missions. This approach is often demonstrated by the willingness of dedicated employees to work long hours well in excess of 40 hours per week. Although that commitment of extra time and effort is acceptable for many employees within the department who are considered exempt from wage‐related overtime payment obligations, higher ed administrators must tread carefully regarding expecting any additional time or effort from nonexempt hourly staff. One university recently learned this lesson the hard way.

Improving the financial wellness of general surgery residents: A nationwide survey

BackgroundOur study evaluated general surgery resident indebtedness and perspectives on financial compensation. MethodsIn May 2020, a survey was distributed nationwide by general surgery program directors in the Association of Program Directors in Surgery on a voluntary basis to their residents. ResultsThe survey was completed by 419 general surgery residents. Median salary was $60–65 K and median medical educational debt was $200–250 K. Approximately 61% of residents reported that their financial needs were not met by their income. Most residents (76%) believe that for a fair compensation, their salaries should be 30–50% higher. Proposed interventions for improvement in resident compensation included: overtime payment, redirection of GME funds to the residency programs, and compensating residents for billable services. ConclusionsResidents enter training with significant medical educational debt and feel unfairly compensated for their work. Therefore, comprehensive interventions with input from residents are needed to improve their financial well-being.