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Post by marcus on Dec 17, 2010 22:44:21 GMT -5
I dont understand our OT anymore.Do we get paid overtime after 40 a week or anything over 8 hours aday.
If we work say 4 nine hour days and then a 4 hour day.What would our pay look like?
Would it be short work week plus 4 hours OT or 40 hours?
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Post by kessinger on Dec 18, 2010 2:38:27 GMT -5
Ok this is a little complicated. I dont have a contract in front of me so i can't quote article and section. but here goes.
The overtime language says Article IX, sec 8,9 will not apply unless you reach 40 compensable hours.
Article IX sec 8 says you get OT over 8 hours
Article IX sec 9 says you get ot on Sat and Sun.
So once you reach 40 hours then those sections of the contract kick back in and the computer will go back and pay you time and 1/2 for anything over 8 or any OT on Sat. and Sun. If you haven't hit 40 hours then the computer does nothing so those hours stay as straight time hours.
So the language on how our OT is paid stayed exactly the same. They just added a clause the requires you to have 40 hours before that language applies.
I am tired so this may sound more like a ramble than I want it to. I hope it answers it.
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Post by thintwowin on Dec 18, 2010 8:45:02 GMT -5
Here is the paragraph on short work week .
If, before a layoff during a week, notice of intent to work overtime has not been given to employees by the company, overtime that is worked or available during that week BUT after the layoff and is not included in determining hours paid OR made available during the week.
Benefits book page 207
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Post by marcus on Dec 18, 2010 8:45:59 GMT -5
Thanks Kess lot of people still think we get ot on anything over 8 hours.
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Post by marcus on Dec 18, 2010 8:57:52 GMT -5
Could we put out a memo on how OT works.Most dont know
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Post by nvsked1 on Dec 18, 2010 12:06:57 GMT -5
Could we put out a memo on how OT works.Most dont know Also ... If you take a vac day during the week, and then they call Sat production do you get time and a half for that or is it straight time... |
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Post by beenaround on Dec 18, 2010 12:57:24 GMT -5
Vacation days are compensable time therefore you receive OT pay for that day.
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Post by rockyt on Dec 18, 2010 17:07:00 GMT -5
I will have to disagree with Kess on this one. Overtime after 40 hours is only for people on an alternate work schedule (i.e. 4 x 10). I have recent paychecks to prove that, where I have short work week pay for weeks when we didn't reach 40 hours AND overtime pay for days in which we worked more than 8 hours.
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Post by beenaround on Dec 18, 2010 17:17:42 GMT -5
I will have to disagree with Kess on this one. Overtime after 40 hours is only for people on an alternate work schedule (i.e. 4 x 10). I have recent paychecks to prove that, where I have short work week pay for weeks when we didn't reach 40 hours AND overtime pay for days in which we worked more than 8 hours. You are correct that you received OT pay for the day or days over 8 hours, but if you will notice that the amount of short work week pay is reduced. OT pay pays back the short work week time. |
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Post by SteveGoodlett on Dec 18, 2010 18:09:17 GMT -5
This was copied from the UAW-Ford Modification agreement. If you don't have a copy it can be found at uawlap.org
Overtime
Upon ratification of the proposed modifications, the time and a half rate will begin after 40 compensated straight time hours. Saturday and Sunday premiums will be paid after 40 hours straight time compensation in the same week, including authorized leaves of absence.
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Post by ktpbob on Dec 18, 2010 19:39:11 GMT -5
I'll put it in simpler terms for all to understand. Let's use just a Mon thru Fri wk for an example. say we go 9 hrs a day mon,tue,wed. then on thur we only go 6. starting day on thur you would have 27 hrs with 3 hrs of ot at 1.5 pay. now after thur they will use 2 hrs of your 3 ot to make and 8 hr day for thur. now after thur you would have 32 hrs + 1 hr ot. then work 10 hrs fri and you'd have 43 hrs total with 3 of it at 1.5 pay.
Note: they will take any ot you have that wk before the day you go short to make a 8 hr day. then if still short of 8 they will pay you short work wk. any ot worked after the short day will not be used to make up for the short day. all ot worked after the short day will be pd at 1.5 pay including sat.
It all depends on the day of wk you go short. The ideal day to go short is mon. Say we go 4 hrs on a mon. they automatically pay us 4 hrs short wk for mon. then any ot worked rest of wk is still ot and pd at 1.5.
If we worked 9 hrs a day mon thru thur then went 4 hrs fri then they wd use our 4 ours ot to make 8 for friday. no short wk wd be pd. we wd be pd 40 hrs staright time.
Just remember OT worked in the wk before the short day can be taken away and used for straight time pay. But all OT worked that wk after the short day will still be pd ot at 1.5 pay.
Simple or not?
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Post by kessinger on Dec 18, 2010 22:31:42 GMT -5
I didn't say you only get OT when you are over 40 hours. Once you hit 40 hours the language kicks back in. There is a difference in how that calculates out.
SWW codes do count towards your 40 hours. But your SWW payout will be reduced by any OT you worked prior to the SWW. But, the SWW code will still count towards your 40 compensated hours. You can have SWW and OT in the same check.
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Post by Calvin@KTP on Dec 19, 2010 10:49:37 GMT -5
This happend to me this week so I am getting ready to find out first hand.
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Post by turbo350 on Dec 19, 2010 11:13:31 GMT -5
They can't take away the 1/2 of your 1 1/2 for overtime. The 1 part of the 1 1/2 can be used to get to your 40hrs so that they don't have to pay short work week. say you go short 2 hours for the week but work 8 over on Sat. You'll be showed 46 hours worked plus 4 hours premium pay.
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Post by Calvin@KTP on Dec 19, 2010 23:42:03 GMT -5
I will be able t sort this out after I get my check stub this week. I have overtime before short work week and after.
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Post by marcus on Dec 20, 2010 18:08:44 GMT -5
It should not be this hard
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Post by ktpbob on Dec 20, 2010 18:57:20 GMT -5
I've already experinced it. OT worked that week before the short day will be used to make 8 hrs on the short day. Then if you still don't have 8 they pay you short wk pay. Any OT worked rest of the week after the short day will still be OT.
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Post by ktpbob on Dec 20, 2010 19:10:49 GMT -5
Marcus, If we worked 4- 9 hr days and then went 4 hrs on friday we will be paid 40 hrs straight. No OT and no short.
Now here's the difference what day we go short- If we went only 4 hrs mon and then 9 hrs each day rest of weel we would be paid 40 hrs + 4 short wk. 4 hrs would be pd at time and a half.
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Post by kessinger on Dec 21, 2010 1:27:16 GMT -5
Marcus,
I think what is making this so confusing is that we are explaining both issues SWW and over 40 OT at the same time. They are completely seperate issues that just end up on yoru check at the same time.
SWW: OT worked prior to, or scheduled prior to, your SWW day will count against your SWW.
OT: You have to reach 40 compensated hours, at that time the OT as we always have known it kicks back in, and works the same way it has since you hired in.
When you have both: A SWW code counts as compensated hours. So even if you dont get paid any SWW, If you were coded as SWW that still counts as compensated hours towards that 40 hour mark. So gojng home SWW won't change how your OT is paid at all because the code still counts. But, WHEN you work that OT could reduce the amount of SWW you are paid.
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