Dear [Employee's Name], We regret to inform you that your request for overtime compensation has been denied. After careful review and consideration of the circumstances of your request, we have determined that granting overtime is not feasible at this time. Oklahoma's laws regarding overtime pay, as outlined by the Fair Labor Standards Act (FLEA), provide guidelines for employers and employees. Under the FLEA, non-exempt employees are entitled to receive overtime pay at a rate of one and a half times their regular hourly pay for any hours worked beyond 40 hours in a workweek. However, there are specific instances where the denial of overtime may be warranted. One instance is if the requested overtime would cause an excessive financial burden on the company. Another situation could be if the workload does not necessitate additional hours beyond the regular working schedule. As an employee, it is important to understand that overtime may not always be guaranteed and is subject to the discretion of the employer, considering the factors mentioned above. Please be advised that while we are denying your request for overtime at this time, we value your contributions to the company and recognize your dedication. We will make every effort to distribute workload efficiently and explore alternative solutions to minimize the need for excessive overtime in the future. In the event that you believe this denial is unjustified or that you meet certain criteria which entitle you to overtime pay, we encourage you to contact the Human Resources department to further discuss the matter. They will provide you with the necessary information regarding any procedures or avenues for recourse available under Oklahoma state laws or company policies. We appreciate your understanding in this matter, and thank you for your continued commitment to the success of our organization. Sincerely, [Your Name] [Your Position] [Company Name]
Oklahoma Sample Letter for Denial of Overtime
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How to fill out Sample Letter For Denial Of Overtime?
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FAQ
To justify an overtime request, begin by outlining the circumstances that warrant the need for extra hours. Provide specific examples, such as upcoming deadlines or increased project demands. Including this detailed context strengthens your case for why the overtime is necessary.
Use these examples to politely say "no" to your employer and coworkers:"Unfortunately, I have too much to do today."I'm flattered by your offer, but no thank you.""That sounds fun, but I have a lot going on at home.""I'm not comfortable doing that task."Now isn't a good time for me.More items...?
How You Can Politely Say No to Extra Work at the WorkplaceExplain Your Current Workload. Your boss probably keeps giving you more work because they don't know about all the other tasks you have at hand.Appreciate The Opportunity.Talk About The Priority Tasks.Suggest an Alternative.Acknowledge The Request Tactfully.
5 Ways to Prevent Unauthorized OvertimeTime Clock Rules. Virtual TimeClock includes over a dozen shift rule options to help minimize unwanted employee overtime.Time Rounding.Auto Lunch Deductions.Paid Break Limits.Employee Schedules.
Justifying or rationalizing your decision to decline an open shift is unnecessary and counter-productive. We are all busy....It's OK to say no to overtime"No. Sorry.""No. Thanks for asking me.""No. Please keep me in mind for future open shifts.""Sorry, I am not available."
Working unauthorized excess hours to be later compensated at a bigger rate is called overtime abuse and it is a quickly spreading fungus that infects all businesses, from small to enterprise, draining their resources, lowering productivity and stagnating their growth.
The answer is no, they can't. Your employer cannot make you work more hours than you are contracted. Your contract might say something about overtime, but this should be very clearly described.
But the short answers to your two questions are "yes" and "no," respectively -- at least under federal law. "Yes," your employer can require you to work overtime and can fire you if you refuse, according to the Fair Labor Standards Act or FLSA (29 U.S.C. § 201 and following), the federal overtime law.
Yes, your boss can tell you that you need to work overtime. They can also legally fire you for saying "no." But any mandatory overtime request needs to fall under the rules and regulations for your state and under federal law.
Employers can take the following steps to manage and prevent unauthorized overtime:Actively discourage employees from working extra hours by designing, implementing and enforcing a clearly communicated policy regarding the recording of time.Don't just stick the requirement in a policy handbook, however.More items...?
