Overtime for the average period is calculated as if the employee had worked the remaining positions during the programming period (the rules apply for the day or average period). A HWAA may be requested by the employee or employer, while an FAA can only be requested by the employee. The agreement only has to indicate a timetable for the employee to follow and it must be made available to them in advance. In addition, a period of intervention must be established. Its length is determined by the nature of the funding agreement. We help employers comply with the law by understanding how employees can be paid for overtime. If you have questions about the types of mediation agreements, average hours or daily overtime, talk to one of our advisors today: 1-888-219-8767. Previously, compressed weekly work agreements were available as a mediation option. These regulations allowed workers to work fewer days during the week and more than 8 hours on their working days, without this being considered overtime.
A worker is entitled to overtime under a funding agreement if his working time exceeds: an employer must give written notice to any worker concerned before the start of the substantive agreement two weeks after written notice, unless both parties agree otherwise. The employer and employees can renegotiate or terminate the person or group (if the majority approves) HWAA at any time. Any party to HWAA may terminate the contract with a 30-day period. The termination will take effect at the end of the 30-day period, which in some cases may be longer than 30 days. However, only one staff member cannot leave a HWAA group. A HWAA group may be concluded at the request of a group of employees or an assistant director, with the approval of the agreement, with the support of the majority of the staff concerned. If there is a group agreement, all new employees recruited in the workplace are considered to be willing to give their consent and are bound by the agreement. Average hours of work can be worked between a worker or a group of workers and their employer. The funding agreement must only indicate a work plan that applies to the employee.
If the average overtime is due, a few additional calculations are needed. These calculations ensure that hours are not counted twice as much as average overtime and flexible time. The calculation is as follows: Note: Collective agreements can define different methods of distributing copies of financing agreements to employees. If a collective agreement provides otherwise, the condition of moving from one position to another must be consistent with the collective agreement. As of January 1, 2019, non-unionized employers in Alberta will no longer be able to have compressed weekly schedules prescribed by the employer. Unionized employers will also soon have to deal with this change if they have not already done so. Instead, recent changes to the Alberta Employment Standards Code allow employers to enter into funding agreements with their employees. This article highlights the need for non-union employers in Alberta who still have compressed work schedules to eliminate them before the new year and to see if the average agreements for their employment can be correct. The compressed work week (CWW) has been used by many Alberta employers to reduce overtime liability when longer workdays are required for the company. Under a CWW, workers could work fewer working days during the work week, but more than eight hours a day without overtime. The CWWs also allowed employers to work on average for several weeks, so that weekly overtime would not be worked unless the weekly average was more than 44 hours. Employers had to follow certain rules in order for their CWWs to be valid.