this post was submitted on 14 May 2025
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Right, but they can abuse you for short stints of time. Compare that to something like the laws when I worked in California. Anything over 8 hours in a day was overtime, anything over 12 hours in a day was double time, and anything over 40 hours in a week was overtime. This means if they overwork you even in just one day, you're getting paid extra. With something being worded 160h in 4 weeks they can overwork you for a big event and then give you a bunch of time off and never have to pay you extra.
“Give you time off”, like just not scheduling you do you don’t get paid. Abuse for real!!
No, it's avoiding paying overtime for when they had you work overtime... Here, I'll be even more explicit for you. Imagine your company has an event and has you work 60 hours one week, but then only gives you 20 hours the next week. You worked 20 hours of overtime in the first week, but they then avoided paying you overtime by giving you less time the second week. Do you not see how averaging out the time over a longer period is in the interest of the company and not the worker?
So kind of like in Austria, but not as bad. The overtime cap is 70 hours (total, and does not get wiped each month) before you can start getting paid for each extra overtime hour. But the tax eats enough of it, that many people just exchange it for days off before they reach 70 hours. Or just work longer hours Mon-Thu and work shorter Fridays -- of course, this doesn't work for all job positions. I don't think employers are legally allowed to force the workers to use up that overtime, and there is a legal daily limit, but how it works in my company, we just transfer those hours to another day instead, so people can still work over that limit regardless.