9 80 Work Schedule

California law also allows employees to take comp time or compensating time off. Comp time is paid time off in place of overtime pay.You cannot accrue any more than 240 hours of comp time overtime worked beyond 240 hours must be paid to the employee in cash.

Let's debunk that myth: Can you offer comp time, flex time, or some other additional compensated time off to your exempt employees? Yes! This is legal and permitted by the Fair Labor Standards Act (FLSA) regulations.

An alternative workweek schedule should never be used as a means of avoiding paying employees overtime. Under existing California labor law, an alternative workweek is a week consisting of shifts of no longer than 10 hours per day within a 40-hour workweek, without payment of an overtime premium.

In California, the general overtime provisions are that a nonexempt employee 18 years of age or older, or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall not be employed more than eight hours in any

California law significantly affects schedule flexibility for nonexempt employees by requiring payment for daily overtime.Consequently, employers cannot allow employees to make or shift their schedules in such a way that results in more than eight hours of work each day without paying overtime.

If an employer makes changes to the written work schedule, they must provide 14 days notice in-person, by telephone call, by email or by text message. Also, the employee is allowed to decline to work any hours that are not included in the employee's work schedule.

Because California labor law mentions a two hour minimum and a four hour maximum, many have construed this to mean the law requires employees to be scheduled a minimum number of work hours per day.It simply requires employers to pay at least half of the employee's scheduled shift if the full shift isn't worked.

Step 1: Determine Which Alternative Workweek Schedules Apply to the Organization. Step 2: Identify Employee Groups. Step 3: Determine Workweek Days and Hours. Step 4: Communicate Proposed Schedule Changes to Employees. Step 5: Hold Pre-Election Meetings. Step 6: Hold Secret Ballot Elections.

Under the 9/80 schedule, employees work for nine days in which 80 hours are compressed into those nine days. Employees working the 9/80 schedule would not receive overtime pay despite working an additional eight hours but would however receive an extra day off from work every two weeks.