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Post by TonyV on Jun 21, 2012 12:14:48 GMT -5
1. What is FLSA overtime? Answer: The total number of eligible hours actually worked during the qualifying period, the hours in excess of 40 per week is considered FLSA Overtime hours, regardless of the Company’s overtime pay policy 2. What is overtime recalculation? Answer: Overtime recalculation is required when a qualifying bonus payment is not included in the employee’s regular hourly wage rate. When this occurs the employee receives a payment – Overtime Recalculation – based upon the amount of hours worked over 40 in each week of the qualifying period.
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Post by TonyV on Jun 21, 2012 12:15:13 GMT -5
Thank you Brent Eskridge for forwarding this to me.
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Post by TonyV on Jun 21, 2012 12:17:48 GMT -5
Overtime Recalculation Q&A
1. What is overtime recalculation? Answer: Overtime recalculation is required when a qualifying bonus payment is not included in the employee¡¦s regular hourly wage rate. When this occurs the employee receives a payment ¡V Overtime Recalculation ¡V based upon the amount of hours worked over 40 in each week of the qualifying period.
2. What is FLSA overtime? Answer: The total number of hours worked in excess of 40 per week is considered FLSA Overtime hours, regardless of the Company¡¦s overtime pay policy
3. What is meant by qualifying period? Answer: The 52 weeks preceding the Eligibility Date for the Bonus Payment is the qualifying period „X Competitiveness Bonus Eligibility Date is November 15th of each year „X Inflation Lump Sum Bonus Eligibility Date is May 15th of each year
4. What are eligible hours considered for the FLSA overtime? Answer: Eligible hours will not be same and will differ for each employee. The total number of hours worked in excess of 40 per week during the qualifying period will be considered for FLSA overtime and are called as eligible hours.
5. How can I determine that the FLSA overtime I received is correct? Answer: If you feel that there is a discrepancy in your overtime recalculation please contact your labor relation officer or plant coordinator, or e-mail your query to HPAY@FORD.COM who will in turn forward it to subject matter expert and will provide further needed assistance and clarifications in this regard.
6. Are the Ratification Bonus and Profit Sharing payments considered for the OT recalculation? Answer: No, the Ratification Bonus and Profit Sharing payments are exempt from the FLSA regulations requiring overtime recalculation.
7. How is the overtime recalculation amount determined? Answer: Here is an example of an overtime recalculation resulting from the payment of the Competitiveness Bonus: - Bonus payment = $250. - Employee worked 2,500 hours in the qualifying period. - Recalculation Premium rate: $250/2,500hrs = $0.10. - Hours worked in excess of 40 in weeks during the qualifying period = 420. - Overtime recalculation amount = ($0.10 x 420 hrs) x .5 = $21.00
8. Do I receive shift premium on the overtime recalculation payment? Answer: No
9. Do payments for time not worked (such as holiday, vacation, bereavement, jury duty, etc.) count towards determining whether or not a person has worked over forty hours in a week? Answer: No. The hours must have actually been worked during the week in order to be counted towards determining if an employee worked more than 40 hours in the week.
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Post by thintwowin on Jun 21, 2012 12:43:57 GMT -5
It's a law from our Federal Goverment has nothing to do with our union . From what I understand it's figured off your $1500 and $250 bonuses. Stands for "FAIR LABOR STANDARDS ACT". Thank Obama I guess.
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Post by ScottR@KTP on Jun 21, 2012 18:01:08 GMT -5
It has to be Bush's fault then...
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