The costs of overtime abuse by MaBSTOA employees prior to retirement
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The costs of overtime abuse by MaBSTOA employees prior to retirement

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Published by The Office in [New York, N.Y.] .
Written in English


  • Manhattan & Bronx Surface Transit Operating Authority.,
  • Transport workers -- Salaries, etc. -- New York (State) -- New York.

Book details:

Edition Notes

StatementOffice of the New York State Comptroller, Office of the Special Deputy Comptroller for the City of New York.
SeriesReport / Office of the Special Deputy Comptroller for the City of New York -- 35-85, Report (New York (State). Office of the Special Deputy Comptroller for the City of New York) -- 85-35
The Physical Object
Pagination11 leaves
Number of Pages11
ID Numbers
Open LibraryOL22241916M

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If you only need 10 extra hours of work out of a $per-hour employee, it may not be worth the cost of hiring a new employee and paying the fixed employment costs for a new person. But at some point, it will become cheaper to hire a new employee — even part time — than to continue paying for overtime hours. overtime pays double or time-and-a-half, the answer is very simple, i.e., accelerate their use of overtime whether warranted by the workload or not. As a manager, you should be aware of the means by which employees often abuse overtime privileges. Such abuse may, therefore, be prevented entirely, or stopped upon its discovery. A few suchFile Size: KB.   How some workers abuse overtime Many employees aren’t paid for the overtime they work, a fact that’s prompted President Obama to push for changes to labor rules. Salary costs . The managers and executives above her in the organization would almost certainly think she has done a poor job, if they were to find out she has allowed excess salary payments and overtime abuse to go undetected. Few businesses would think it wise to delegate overtime approval to an employee, no matter how tenured and trusted they are.

  This past spring, the Department of Labor (DOL) issued a final rule updating overtime regulations under the Fair Labor Standards Act (FLSA). According to a DOL FAQ document, when the final rule takes effect on December 1, , the “standard” salary level for employees eligible to receive overtime pay will increase to $ per week (equivalent to $47, annually for a full-year worker.   In alone, the Department of Labor ordered businesses across the country to pay almost $ million in back wages because of employee misclassification as an attempt to avoid overtime pay, asking or encouraging employees to work more than 40 hours per week without pay, or encouraging employees to be responsive to email, texts and phone calls off-hours without pay.   Stop overtime abuse with 4 steps, smart policy. Business Management Daily Editors. J (Company) retains sole discretion to determine when employees must work overtime. Ten Best Practices for Managing Overtime The recent rebound in the manufacturing sector is escalating the costs of overtime pay. Generally, hourly workers are entitled to be paid one-and-a-half times their regular rates when working more than 40 hours a week.

with the consent of employees. Prior to the amendment, the New York State Department of Labor (NYSDOL) had narrowly interpreted New York Labor Law Section , thereby prohibiting EMPLOYER’S GUIDE TO RECOVERY OF WAGE OVERPAYMENTS By John Shyer, Norma Studt, Kevin Kay and Aaron Safane* The Working World A Regular Review Presented by. Overtime hours are paid at times the employee’s regularly hourly rate. For many nonexempt employees, overtime pay represents an opportunity to significantly increase their compensation and is viewed as an important benefit that offsets the hardship of excess work hours. Update: Overtime Rule on Hold. On Nov. 22, , a federal district court judge in Texas placed an injunction, effective nationwide, on the Department of Labor’s overtime rule revision.   Question 1: Preventing employees from abusing overtime As president of a small company, how do I prevent employees from abusing overtime? Our policy is to have permission beforehand, but this is.