Managing Seasonal Overtime: Rallying Your Staff for the Busy Season

by Evil HR Lady on July 13, 2017

Organizations that have busy seasons can have significant seasonal overtime challenges. Those challenges can include time management, filling shifts and compensating employees. When gearing up for a busy season, organizations are wise to anticipate obstacles and address them before they ramp up.

Who Is Eligible for Overtime?

In most states, employers only have to pay overtime when an employee works more than 40 hours in a week. In a few states though (California and Nevada), overtime may kick in when an employee works more than eight hours in a single day. All non-exempt employees are eligible for overtime, but what about exempt employees?

To keep reading, click here: Managing Seasonal Overtime: Rallying Your Staff for the Busy Season

{ 3 comments… read them below or add one }

Kobayashi July 13, 2017 at 7:14 pm

Is there something wrong with the link – the linked article is from November 2016 and already outdated based on the federal exempt minimum

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Maria Rose July 13, 2017 at 10:01 pm

Any comments I make are based on employers in New York state and how they work around not having employees get overtime.
With the pressure on certain companies to provide healthcare insurance for employees working more than 30 hours a week. No employee is scheduled for more than 100 hours within a 5 week period. If they do go over then one week their hours would be cut to minimum hours allowed by law to lower average. In other words, most employees are part timers. For those few full timers, they have be present on a pre-decided schedule from main office, regardless of position or seniority or years with company. No preferential treatment of schedule ,they have to work when the company decides they should to cover business needs. Part timers are to fill in gaps. Full timers are usually (not always) the better qualified employees. Payroll department controls the scheduling. Problem during seasonal busy times is high number of time off requests, with no backup employees to fill gaps. Employees are expected to take on the load of required work without going over in hours.
An hour or two, unexpected overtime is usually not questioned by over an 8 week period like the summer, it is not accepted or allowed to occur. Businesses will rather go shorthanded than pay overtime. In fact key weeks during the year are blacked off as non-time off request days.
Majority of business in New York follow this tight adhering to monitoring actual hours worked by surveillance (checking punches and visual camera activity near punch out area).
Labor costs in New York have gone up with raising the minimum wage so overtime is highly discouraged.

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Slipp July 23, 2017 at 4:11 pm

Yeah this is exactly how big-box retailers work in Indiana, and I know the minimum wage hasn’t gone up there. More likely it is just companies being cheap.

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