Among the various functions of Human Resources (HR) is the overtime control. Neglecting this aspect can lead to legal problems for the employee and the company. Find out here how to avoid problems for both sides.
How to control overtime
The first step to controlling overtime it is respect the legislation in force and the collective agreement of the trade union to which the company belongsFernanda observed straw bearing, HR Analyst Pibernat Police Stationone of the largest foreign trade companies in Brazil.
Later, It’s very important that directors show them internal rules about how the use of overtime is approved in all areas. For example, one possible rule is that managers notify HR when their team has to work overtime.
“In this way, we prevent employees from working unnecessary overtime and maintain their daily work schedule. In this way we can measure whether the demand work it is appropriate for the number of employees in the team,” explains the specialist.
A good tip to help you control overtime is to adopt what is known in some places as bag of hours (accumulation of hours). “It’s a practice that gives managers and the team flexibility, as it allows them to compensate for overtime work with days off or early departures if someone needs it,” Halenschlager explains.
The hour bank is especially beneficial for the employee who knows they can plan a weekend extended or even if you need to solve a personal problem. That way, “paying” for your exit with hours already worked will not result in a discount on your salary.
Software can improve control processes
That ticket control software This can be fundamental for controlling overtime, since both the HR department and the managers of the company, as well as the workers themselves, can follow the daily control in real time. This makes it easier to control delays, absenteeism and overtime. This system facilitates the creation of real-time reports and the adjustment of access control.
“It is very important for companies that are growing improve the process access control for their employees, because this enables them to better coordinate the team and prevent legal action if the working day is extended,” explains the HR analyst.
Managers must receive a workout and access to your team’s brand management tool, Halschlager notes. Human resources should be the supporting base in this process.