© 2024 Seyfarth Shaw LLP | www.seyfarth.com Classification Guidebook | 53 o Each affected employee will receive a check for payment of overtime worked from [____________] to [____________]. o Checks will vary and will be discussed in greater detail as we work through the distribution of checks later in this session. How This Affects Your/Our Employees Employees will be expected to meet job requirements within a 40-hour workweek. Hours worked above 40 hours will require prior approval from the employee’s leader/manager. Individual working agreements might stipulate a number of allowable overtime hours in a week prior to approval being required. Employees will need to become more efficient and will want coaching from their supervisors/managers on how to leverage their time during the 40 hour workweek. Requirements for after-hour work, meetings, and company events will be minimized. Employees who are currently working more than 40 hours can expect more of a balance with their personal life (recent culture survey data supports that employees are very concerned about this). How This Affects You, as Supervisors/Managers of Impacted Employees You will be expected to meet job requirements and goals with these employees working a 40-hour workweek. You will be expected to manage within the targeted amount for overtime. You will be expected to reduce the number of after-hours requirements. Change Management We appreciate that there may be a natural reaction of the employee to resist the information about the change in status. It is important to handle the resistance and work with it rather than overpower it. What employee reactions do you anticipate? How can we best work through resistance to limit overtime? NOTE: o Supervisors/managers will need to plan ahead to reduce the need for overtime. o Discuss valid requests for overtime and the need to approve overtime in advance. o Review expectations on monitoring overtime.
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