Overtime is the amount of time someone works beyond normal working hours.
However, some employees work in jobs where the overtime threshold is more than 44 hours in a work week or where the right to overtime pay does not apply. For more information visit the Special Rule Tool. Overtime Pay is 1½ times the employee's regular rate of pay. (This is often called time and a half). For example, an employee who has a regular rate of $12.00 an hour will have an overtime rate of $18.00 an hour (12 x 1.5 = 18). The employee must therefore be paid at a rate of at least $18.00 an hour for every hour worked in excess of 44 in a work week.  Comp Time. Comp Time, or Compensatory Time, is an alternate way of rewarding overtime work. Instead of paying an hourly employee time-and-a-half for work done over the time allotted in the normal work week, employers would allow an hour and a half of time off for each hour of overtime worked. Non-exempt employees are paid by the hour, exempt employees receive a salary. FLSA mandates that non-exempt employees be paid at the rate of 1.5 times the hourly wage for every hour over 40 worked in a week. Non-exempts must be paid in dollars for their overtime and cannot receive compensatory time instead. Compensatory time is paid time off granted to an employee for working extra hours. The federal Wage-Hour Law places severe restrictions on the use of compensatory time to avoid paying overtime, however, there are exemptions for certain public sector employees such as police officers and firefighters. Non-exempt employees are paid by the hour, exempt employees receive a salary. FLSA mandates that non-exempt employees be paid at the rate of 1.5 times the hourly wage for every hour over 40 worked in a week. Non-exempts must be paid in dollars for their overtime and cannot receive compensatory time instead. Work time may not be averaged from work week to work week. For example, an employee who works 44 hours in week one, followed by 36 hours in week two, is entitled to 4 hours of FLSA overtime pay for week one and may not be paid based on an average of 80 hours in the two week period. If the medical employer chooses, it may pay these employees FLSA overtime for actual time worked in excess of 8 hours per day, or 80 hours every two weeks (whichever is better for the employee), instead of for hours worked in excess of 40 hours per The supervisor and staff member may agree to have time off in lieu of paid overtime for time worked on a public holiday. The staff member will receive a minimum of four (4) hours time off in lieu for each public holiday, on which work is performed, regardless of hours worked.  For example, non-exempt workers must receive at least one and one half times their normal hourly wage for every hour worked beyond 40 hours in a work week. For example, workers who clock 48 hours in one week would receive the pay equivalent to 52 hours of work (40 hours + 8 hours at 1.5 times the normal hourly wage). Thus, an employee might work 48 hours in one week, and 32 hours the next week (assuming over 40 hours is overtime), and be paid an extra amount equivalent to 4 hours work (8 multiplied by 0.5). Overtime and Time off In Lieu. 76.1 Subject to this clause, all authorised time worked in excess of or outside of the ordinary hours of duty prescribed by clause 73 will be overtime and will be paid for at overtime rates in accordance with this clause. 76 Overtime is the amount of time someone works beyond normal working hours. Normal hours may be determined in several ways: 1  by custom (what is considered healthy or reasonable by society), 2  by practices of a given trade or profession, 3  by legislation, Thus, an employee might work 48 hours in one week, and 32 hours the next week (assuming over 40 hours is overtime), and be paid an extra amount equivalent to 4 hours work (8 multiplied by 0.5). To allow for this flexibility an employee may take time off in lieu of payment of overtime at a time which is mutually agreeable to the employee and employer. Time in Lieu will be accrued after staff have worked more than thirty (30) minutes outside their regular hours and calculated from the staff sign on sheets.  Sometimes employers seek to avoid overtime by granting employees compensatory time in lieu of cash for overtime hours worked, or averaging hours from work period to work period, or similar gimmicks. Many such attempts are not permitted under the FLSA. If the medical employer chooses, it may pay these employees FLSA overtime for actual time worked in excess of 8 hours per day, or 80 hours every two weeks (whichever is better for the employee), instead of for hours worked in excess of 40 hours per work week.
http://www.labour.gov.on.ca/english/es/tools/hours/overtime_tutorial.php http://definitions.uslegal.com/c/compensatory-time/ http://definitions.uslegal.com/c/compensatory-time/ http://flsa.com/overtime.html http://w3.unisa.edu.au/hrm/procedures/overtime_and_time_off%20in_lieu_gs.doc https://en.wikipedia.org/wiki/Overtime http://adm.monash.edu.au/enterprise-agreements/academic-professional-2009/76.html https://en.wikipedia.org/wiki/Overtime http://heip.com.au/sites/default/files/file/TIME%20OFF%20IN%20LIEU%20OF%20OVERTIME%20POLICY.pdf http://flsa.com/overtime.html
Time off in lieu of overtime meaning