(redirected from compensatory time)
Related to compensatory time: comp time



by Soviet law, work exceeding the established duration of work time. Overtime is assigned only under exceptional conditions, for example, national military threat, natural disasters and other emergencies endangering human life, accidents at work and related consequences, and sudden malfunctions of water or gas pipes or heating, lighting, sewage, transportation, or communications systems. A person may work overtime if the worker who is to relieve him fails to appear, or if his work does not allow an interruption. The permission of the factory, plant, or local trade union committee is necessary in all cases.

Persons not permitted to work overtime include pregnant women, mothers who are breast feeding, women with children under the age of one, and workers under the age of 18. Workers enrolled in secondary general-education schools and vocational-technical schools may not work overtime on days when they have classes. The handicapped and women with children between the ages of one and eight may be assigned to work overtime only if they so agree. Overtime should not exceed four hours in the course of two consecutive days or 120 hours a year for a given worker.

Workers who receive time-rate wages are paid time and a half for the first two hours overtime and double time for subsequent hours; those who receive piece rate wages receive in addition a certain percentage of the tariff system applied to workers engaged in similar work but receiving time-rate wages: 50 percent for the first two hours overtime and 100 percent for subsequent hours. In those sectors of the national economy where uniform tariff systems have been set for both types of wages, workers receive an additional 37.5 percent of the rate for the first 2 hours overtime and 75 percent for subsequent hours. Persons who work below ground in coal mines, whether the mine is in operation or under construction, receive an extra 25 percent of the tariff system for the first two hours overtime and 50 percent for subsequent hours. Compensation for overtime may not be given in the form of time off.



The number of hours worked on a building project in excess of the number agreed upon for any single day or for any one week.
References in periodicals archive ?
The Tenth Circuit found that financial losses can signal significant change in employment status, and that these losses "take a variety of forms, including shifts in compensation or benefits." The court identified several adverse employment actions: The plaintiffs' accumulated sick leave was severely diminished so they couldn't use it for future illnesses or early retirement; they weren't able to use compensatory time that their supervisor "specifically authorized to be accumulated for this very purpose"; and they were effectively prevented from working more overtime.
contended "that the FLSA implicitly prohibits such a practice in the absence of an agreement or understanding authorizing compelled use."(102) The majority characterizes this argument as based upon the canon expressio unius est exclusio alterius, "contending that the [FLSA's] express grant of control to employees to use compensatory time, subject to the limitation regarding undue disruptions of workplace operations, implies that all other methods of spending compensatory time are precluded."(103)
The federal statute also caps the number of compensatory time hours that an employee may accrue.
Those provisions permit such employees to receive compensatory time instead of overtime pay; for each hour of work that would qualify for overtime pay, employees receive 1 1/2 hours of compensatory time.
(Of course, most long-term care facilities can take advantage of Section 7(j) of the FLSA, which allows them to base overtime compensation on work in excess of eighty hours in a fourteen day period, provided they also pay overtime for all hours worked in excess of eight in any given day.) Owners and executives also should be concerned about plans and schemes that provide for compensatory time or "banking" of time for use as time off in a later pay period.
The primary reason is that employees could bank compensatory time and use it against companies during labor stoppages, or they could all take time off at peak times such as Independence Day.
If so, must it be paid in cash or can it be given in compensatory time? The Federal Fair Labor Standards Act (FLSA) is the law that primarily governs the issue of overtime pay.
The second requirement, that overtime work be equitably compensated, was met by saving and using compensatory time as needed.
A bill to amend the Fair Labor Standards Act to allow the use of compensatory time in the private sector has been introduced in the House by Representative Ballenger (R-North Carolina).
A We bargained for language giving all support employees a choice of paid overtime or compensatory time off.
It was an ambiguity that resurfaced on Wednesday, when put forward as part of the defence by Ballydoyle's legal representative Paul Gallagher in a Labour Court case in which Aidan O'Brien's elite stable was accused of breaches of employment law by the Workplace Relations Commission for not affording staff the right to take stipulated compensatory time off.