Accommodating work schedules to nonwrok commitments internet dating code words
As a result, many employers and human resource professionals are attempting to enact flexible workplace programs and policies to enhance employee engagement, recruit and retain top talent, reduce turnover costs, and increase productivity.(b) While California is often a pioneer in enacting laws that permit employees time away from the workplace, these laws generally provide only unpaid leave.Therefore, many employees are hesitant to take advantage of these laws because they want to avoid reducing their overall work schedule.Notwithstanding subdivision (c) of Section 500, the menu of work schedule options may include a regular schedule of eight-hour days that are compensated in accordance with subdivision (a) of Section 510.Employees who adopt a menu of work schedule options may, with employer consent, move from one schedule option to another on a weekly basis.Accordingly, full-time but hourly employees often request adjusting their schedules to allow them to both take the time off in any given week but without reducing their overall work schedule.While California does authorize so-called “make up time” or “compensatory time off,” these are often very limited in their application or stop-gap in nature, and provide no meaningful assistance to most hourly employees who have recurring nonwork obligations.(e) As a consequence, large, small, and micro-employers do not have the flexibility to offer their employees the opportunity to take advantage of a flexible work schedule that would benefit the workers and their families.(f) Permitting employees to elect to work four 10-hour days per week without the payment of overtime would allow those employees to spend much-needed time with their families, lessen traffic congestion on our crowded roads and highways, allow workers to spend one day a week on personal matters, such as volunteering at a child’s school, scheduling medical appointments, and attending to other important family matters that often are difficult to schedule with a five-days-per-week, eight-hours-per-day schedule.(1) An employee shall not be forced to work more than eight hours in a day without receiving overtime, but, instead, he or she may request a flexible work schedule of up to four 10-hour days per week and the employer may agree to this schedule without having to pay overtime for the 9th and 10th hours worked per day in that schedule. Any work in excess of eight hours in one workday and any work in excess of 40 hours in any one workweek and the first eight hours worked on the seventh day of work in any one workweek shall be compensated at the rate of no less than one and one-half times the regular rate of pay for an employee.Existing law, with certain exceptions, establishes 8 hours as a day’s work and a 40-hour workweek and requires payment of prescribed overtime compensation for additional hours worked.
In addition, any work in excess of eight hours on any seventh day of a workweek shall be compensated at the rate of no less than twice the regular rate of pay of an employee.The bill would require the division to enforce its provisions and adopt or revise regulations as necessary to implement its provisions.The bill would also require the division, by January 1, 2021, to prepare and submit a report to the Legislature evaluating the act.(a) California employees are increasingly requesting flexibility in terms of their work schedules to help balance their work-life commitments, and many prefer such increased flexibility over additional compensation.The employer would be obligated to pay overtime based on the employee’s regular rate of pay, as prescribed, for all hours worked over 40 hours in a workweek or over 10 hours in a workday, whichever is greater.The bill would establish requirements for the termination of an agreed-upon schedule.
Notwithstanding subdivision (f), an alternative workweek schedule in the health care industry adopted by a two-thirds vote of affected employees in a secret ballot election pursuant to Wage Order Numbers 4 and 5 in effect prior to 1998, that provided for workdays exceeding 10 hours but not exceeding 12 hours in a day without the payment of overtime compensation, shall be valid until July 1, 2000.