Tips on Overtime

For too long there have been misunderstandings that lead to conflict on the

issue of overtime. The following tips are intended to give you the right

understanding and hopefully end the dysfunctional conflict surrounding

overtime:

        1. An employee should not freely engage in working overtime, but

            he/she should only be allowed to work overtime as a result of

            either a request or permission from the employer/manager.

        2. Employers are not obligated to pay employees for overtime

            worked without a request or permission from their superior.

            Employees have no right demanding overtime payments in a

            case like this. I suggest that all overtime requests and

            allowances should be recorded in writing. This record should

            state the date, the time, the name(s) of the employees, the

            reason for overtime, the expectation of work that should be

            done and the signature of the authorized person granting or

            requesting the overtime. A copy of this document can be

            presented to Payroll for the purpose of accountability.  

        3. Remember: the purpose of working overtime is to complete

            tasks on time that may have very tight deadlines that are high

            priority or critical to the organization’s survival, in one way or

            another. Otherwise, overtime is a sign of inefficiency and a

            possible lack of effectiveness which is a waste of an

            organization’s money, among other resources.

        4. The building security should be notified of the overtime

            arrangement and the employee(s) involved. A superior should

            be the present to supervise the employees for the duration of

            the scheduled overtime. No employee should be left alone on

            the premises for any reason.

        5. Employers should be in compliance with the labour laws of the

            territory in which they operate their businesses. In Trinidad and

            Tobago, employers should observe the Industrial Relations Act.  

by Kevin K. Herbert