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Question(s): What type of actions do you take if an employee volunteers for overtime and then does not show up?
Answers: Employers usually schedule overtime because customer demands necessitate it. If overtime is scheduled and the employee agrees to fill the slot and then does not report, he not only has robbed himself and other employees of overtime, he has shown a disregard for the employers business interest and may be punished under a company's progressive discipline program
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A word of caution though. The whole argument of can you discipline for attendance issues for overtime aside, I would not let this be the event leading to discharge (straw that broke the camels back, it should be one of the events documented however. Judging by the scope of the question attendance issues are a factor here. I would give the calf some more rope, then let it hang itself.
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If however what we are talking here is a mandatory overtime policy or departmental "all work" then the law recognizes that the employer sets the wages conditions and hours of employment and can require employees to work overtime for any valid business reason. Violations of which are punishable.
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Is there a clearly promulgated or written policy requiring mandatory OT? How was the employee made aware of it? Did the employee acknowledge that they understood the requirements?
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We have a sign up sheet for voluntary overtime and if the person has signed stating he wants to work than he is subject to our attendance policy and treated accordingly if he is late, absent or leaves early.
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We have not had this happen in our office personnel.
As far as union employees, we follow our current labor agreement re-attendance.
To my knowledge this has only happened with one or two employees.
Hope this helps.
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We have a policy that if they volunteer and do not show up, we take personal or vacation time for the amount of time they volunteered for. We have a memo posted and covered the policy with all employees at staff meetings before starting it.
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Once an employee volunteers to work overtime it is considered as scheduled. If the employee does not show up it is charged on their attendance as an absence. If they don't call they receive a write up for No Call No Show and it is charged as an absence on their attendance.
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We mark it as an absence on their attendance record just like we would a regular scheduled work day.
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Many of our manufacturing clients have mandatory overtime, and rely on our temporary workforce to work on weekends or outside regularly scheduled hours.
In the past, we have occasionally faced situations where employees were not showing up for voluntary or mandatory overtime.
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In response, we created a portion of our Employment Agreement that addresses ‘no shows’ for voluntary or mandatory overtime. Our employees acknowledge by signing a statement, that if they volunteer for overtime & do not show up, that is considered a “No Call, No Show” and they will be subject to disciplinary action up to and including separation.
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Outside of some rare “issues” we do not have any problems with this anymore…
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If a person volunteer's for OT and then does not show up we would treat that as scheduled work and follow our attendance policy accordingly.
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Once an employee volunteers for OT it becomes mandatory. Our union employees have an allotted amount of personal time available for the calendar year. The hours that they would have worked the OT are paid and charged to their personal time, which is always paid at straight time.
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In our facility we have a point system for attendance with progressive disciplinary action, up to termination. We address OT the same as regular time. Once an employee has “volunteered” to be here, he is considered “scheduled” to work. Failure to report for OT is treated with the same consequence as lateness or absence from his regular work hours.
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Not showing up for mandatory overtime and or not showing up when they have up results in an occurrence under our attendance policy.
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We treat it as an absence, or two if no call no show.
We make it clear in our handbook that if an employee commits to a schedule, overtime or not all attendance rules apply.
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Disciplinary action is appropriate. Verbal warning if it is the first occasion, written if it is not.
The individual volunteered to do a job and did not follow through on their obligation. Another employee may have stepped right in to volunteer for the OT.
I would also restrict this employees opportunity to volunteer for future OT for a certain amount of time (30, 60, 90 days).
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IT’S THE SAME AS IF THEY DIDN’T SHOW FOR A REGULAR DAY OF WORK AND AFFECTS THEIR BONUS PAY.
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If an employee agrees to work overtime, we treat it as a required work day...if they do not come to work t is an absence....if they do not call (one of the few cardinal sins WE have here) they are dealt with more harshly in our progressive discipline process...Based on what we do, I would suggest the member company follow their normal guidelines for attendance....also they need to consider what they have done before if they have ever had this situation - and if they are lucky enough to NOT have had this problem before, they should consider this as a precedent setting decision
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When an employee commits to working on OT we treat that as a scheduled day.
The person needs to follow proper call off procedures. The consequences depends on the person's attendance record.
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Once you volunteer overtime it becomes scheduled work time. Therefore if the employee is a no show personal time or vacation time is used to cover the time.
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We have this situation from time to time. It is treated as a call-off when the volunteer does not show up. Since this individual volunteered, he/she was built into the schedule and it becomes a "scheduled work day". After x amount of call-offs, our disciplinary process steps in.
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If an employee volunteers for OT and does not show up we treat it as we would any other absence.
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Overtime day is considered as any other day. It would go against their attendance. No call no show - automatic warning.
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We do not do anything to an individual who fails to show up for a voluntary overtime shift.
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They are asked to sign up for voluntary overtime. Once they commit, they are subject to the same call-in procedures and attendance policy as if it were a regular work day.
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If that happens to one of our hourly employees, it would fall under the Attendance Policy and any disciplinary letter that would follow would be issued.
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We’ve had that problem. Obviously, we would not apply accrued time to the situation, but it does count against the employee for attendance and they could be subject to our progressive discipline process. Reason being: We are working to a production schedule. Their absence means that the schedule might need to change and their “volunteering” meant that we were relying on their participation. It also meant that another employee was not asked to participate because they volunteered.
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When an employee volunteers for overtime, he is scheduled to work that time and absence is treated as any absence would be.
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We have two approaches. For positions where overtime is mandatory, an employee who fails to show for an overtime assignment goes into the progressive discipline system at the written warning level. For positions, where overtime is voluntary, a no show is considered an absentee 'event' and is dealt with on that basis.
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Under the terms of our attendance policy, a no show for a scheduled OT day is treated the same as an absence for a regular scheduled day.
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A commitment to work overtime is a commitment to work. Failure to show up is considered as an unexcused absence [unless the employee subsequently notifies us in advance that he/she will not be able to be there] and is dealt with in accordance with our attendance policy.
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We do not take action for voluntary. If the overtime is mandatory, it is documented as an unexcused absence.
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This issue is treated as regular absenteeism and counted against the employee for discipline according to the department policy.
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Once someone is then scheduled to work the hours indicated – whether it was through volunteering or scheduled originally, we consider them not showing up and subject to disciplinary action.
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If they volunteer for overtime on the weekends and then do not show up, they get 1/2 day against their attendance record. Since we pay at years end for perfect attendance this would prevent an employee form getting a check!
The End!!!
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