In most cases, employees must receive overtime pay at a rate of no less than 1.5 times their regular pay for hours worked in excess of 40 in a week.
Additionally, companies must have a process for authorizing overtime and notify overtime-eligible employees that they must obtain prior supervisory approval to work beyond their schedule. These workers must be paid for all additional hours, whether overtime is authorized or not, however, corrective action may be taken against unauthorized overtime workers.
But practice often differs from theory. And that was the case with a Reddit user. Young – grandfather When he worked as a technician a few decades ago.
After unfortunate circumstances, he was left to do the jobs of 4 people. As you can imagine, he couldn’t get everything done in 8 hours. However, although his boss was very pleased with the way the employee handled the workload, they refused to approve overtime and offered him an early exit the next day.
The young grandfather agreed. And did so when he needed it most.
This technician handled the workload of 4 people, but his boss refused to pay him overtime
Image credit: Mitchell Lowe (not original photo)
Which indicated a brutally malicious compliance.
Image credit: Dylan Gillis (not original photo)
Just like a young grandpa, most people aren’t thrilled with the idea of working longer hours than they should, and for very good reason. Overtime comes with a whole bouquet of problems, and symptoms can include:
- An overstretched workforce. If superiors have to ask employees to put in extra hours, it’s definitely a sign that they don’t have enough resources.
- Poor project estimation or time management. Overtime shows that bosses underestimated the time required for a project or task at the scoping stage, or that they didn’t give employees enough time to focus on it in addition to their other work.
- Unrealistic client expectations. Working overtime can also occur when the client is unaware of the time the work will take, it is not clear that the brief has been finalized, or the worker is required to complete the project in an unreasonable amount of time. Apply pressure.
- Communication breakdown. Overtime can also indicate broader communication problems. The need for more hands on deck suggests that no one is setting appropriate work boundaries or setting realistic expectations – or if they are, they’re not doing a good job of it.
- Toxic company culture. Many workplaces promote a culture of staying late beyond working hours. This leads to the problem of presentation, where employees think they have to put in extra effort if they want to be successful – and be seen to do so.
At the end of the day, overtime is often the result of poor leadership. When it becomes a structural problem, it can lead to employee resentment, mistrust, and ultimately disengagement, which can cause significant damage to the company.
In fact, there’s a lot of research that shows that working too much doesn’t help anyone. For starters, it doesn’t seem to produce much. In a study by Erin Reed, a professor at Boston University’s Quistrom School of Business, of consultants, managers Couldn’t tell the difference Between employees who actually work 80 hours a week and those who only pretend. Although managers penalized employees who were transparent about underworking, Reed could find no evidence that these employees actually underworked or any sign that overworked employees overworked.
Furthermore, a number of studies by Mariana Vartanen of the Finnish Institute of Occupational Health and colleagues (as well as Other studies) have found that overwork and consequent stress Can cause all kinds of health problemsincluding poor sleep, depression, heavy drinking, diabetes, poor memory, and heart disease.
Companies may not be winning as much as overtime. Grows Absenteeism, turnover, and rising health insurance costs.
Hopefully this nasty server error has taught the company Young Grandpa used to work for why overtime is not the answer.
As the story went viral, the original poster (OP) provided more information about what happened in the discussion that followed.