Accordingly, GAO found nothing in the labor-management agreement to authorize payment of overtime to the employee for 6 hours of travel. As a member of a bargaining unit, the hourly employee was covered by a formalized labor-management agreement under which policies, working conditions, and pay.
Since there was no evidence of any exemption complaint, and no evidence to refute the employee's exempt status, GAO had no reason to challenge the Agency's conclusion concerning the employee's status. GAO found that: (1) the provisions of the labor-management agreement negotiated in accordance with the prevailing rates and pay practices govern the employee's entitlement to overtime compensation (2) while the provisions of the labor-management agreement are protected by an applicable law which provides for payment of overtime worked in excess of 8 hours in a workday, it is silent as to hours of travel to or from training performed outside normal work hours and (3) where an employee has been determined to be exempt from provisions of the FLSA, his entitlement to overtime compensation arises, if at all, under the labor-management agreement. The employee and the union took the position that it was improper for a bargaining unit member to be declared exempt and, therefore, subject to pay provisions different from other bargaining unit members. The provisions of title 5 prohibit payment of premium compensation to employees during periods of training.
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The Agency held that the FLSA and title 5, United States Code were paramount. The Agency denied the claim on the basis that: (1) the labor-management agreement is silent on this specific issue (2) the employee was in a supervisory position which made him an exempt employee under the Fair Labor Standards Act (FLSA) and (3) because the employee was determined to be exempt under FLSA, there was no legal basis for payment of overtime.
As a member of a bargaining unit, the hourly employee was covered by a formalized labor-management agreement under which policies, working conditions, and pay matters are negotiated between the Agency and the union. The request was submitted in accordance with the labor-management agreement concluded by the parties and was handled by GAO as a labor-relations matter under protest procedures. If someone is putting in the hard work, the performance results are good or they have potential, help them to remain in their job, encourage them to progress.A decision was requested concerning an employee's claim for overtime compensation for travel performed outside his normal working hours in connection with a training assignment. Once recruited, the training process, setup, network configuration can be mind-boggling, information overload, it's overwhelming at times
Clever technology put in place to flag up idleness, be prepared to keep your mouse moving every 3 minutes otherwise, you will be considered an idler, no way around that, don't even think it, many have tried Remote workers are screen watched, rightfully so. 5 executive shift days moves forward by 1 day every week, for full-timers, not sure for part-timersįull-timers on a 9-hour shift, deduct 1 unpaid hour inclusive of a 15 min break, then 30 min lunch, followed by a 15 min break Opportunity for shift swaps, sell holidays, and selecting overtime advertised Payment for planned additional hours may be made in accordance with the provisions of the National Conditions of Service (Green Book, Part 3 paragraph 2.4). Hard work brings rewards and gets you recognitionĪmple opportunities for early promotion, if you're willing to work hard Shifts available for part-time and full-time workers.Ģ days off work together for full-timers, not sure for part-timers
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