Alternative Workweek Agreement Sample

Assembly Bill 60 (AB 60) authorizes the Industrial Welfare Commission (CBI) to adopt new procedures for setting up alternative work weeks by 1 July 2000. In the meantime, opinions will differ on the new overtime law, existing wage scales and wage scales to be reintroduced on 1 January 2000. If you opt for an alternative work week, the following steps will help you comply with the most complete reading of the law: 7. Get the signed schedule agreement. Many of the existing and reintroduced work orders require that at least two-thirds of your employees voluntarily sign a schedule. [Enterprise] proposes the following alternative work plan [or a menu with work schedule options from which each employee can choose to choose]: [Indicate specific days of the week and hours of work per day; The duration of unpaid food breaks and, if applicable, a timetable for each position. [Include benefits for employees in an alternative work week, z.B. more days off per week, more time for family expenses, etc.] [Companies] offers the alternative work week that is scheduled regularly: [specify the schedule, including the days of the week and the specific times of the day]. If an employer currently uses an alternative work week that is not passed by secret ballot by a two-thirds majority of workers in a work unit and/or exceeds 10 hours per day, you must make a successful choice.

Workers who, as of 1 July 1999, voluntarily worked an alternative work week under schedules 1, 4, 5, 7 or 9, can apply in writing to continue to do so without daily overtime. However, this voluntary scheme does not apply to those recruited after July 1. 3. Contact the workers. Before the secret vote, participate in writing with the staff concerned, including the impact of the proposed agreement on workers` wages, hours and benefits. Advise staff, then have one or more meetings at least fourteen (14) days before the vote to discuss the impact of the alternative weekly schedule. If at least five (5)% of the employees concerned speak primarily a non-English language, they should be informed of the alternative weekly schedule in that language. You must send written disclosure to all staff members who are not attending the meeting. Failure to comply with this paragraph invalidates the election. I vote for the alternative work week described above. I understand that I am not entitled to the payment of daily overtime if this timetable is adopted by a vote of two-thirds of the workers concerned, unless I work hours beyond that schedule.

4. Make an election by secret ballot. Workers must ratify the agreement by secret ballot by a two-thirds majority. [Include benefits for employees in an alternative work week, z.B. more days off per week, more time for family expenses, etc.] In addition, [indicate negative effects on employees of an alternative work week, for example. B, longer hours on working days, no overtime after 8 hours a day, etc.] Without your agreement on this proposal, the company will generally not approve alternative hours of more than eight hours of work per day. 8. Accommodation for staff, if necessary. Every employee in the work unit is subject to the new weekly labour agreement, even if they voted against it. However, the employer must strive to agree on a timetable that does not exceed eight hours per day for workers who have the right to vote, but cannot continue to work on the new schedule. And you need to explore shelters for workers whose religious beliefs or observations conflict with the calendar. If, after the election, an employee who is not able to work the alternative schedule, you are allowed, but not necessary, to make accommodation for the person.

I vote in favour of rejecting the alternative work week described above. One and a half times.

Comments are closed.

We cannot display this gallery