27th May 2010, 08:50 PM
Quote:Are you so mad keen on your ideology that you'd rather see people laid off than just earn a normal rate - which seems to be fine for the other 40 hours a week
Not my ideology I'm afraid.. just the way conducted business with my company. I treated employees as such... and they had standard hours, standard overtime etc... standard holiday standard pension offer. it did not change job to job... just keeping to the contract of employment. When temp staff were brought in they had the same rights... (non preferential treatment) and the few self employed people that came to do work would settle their own rates beforehand based on the job.
Would I "rather see people laid off" - what a loverly loaded question... let me think... :face-huh:
Its simple (and a recent advert had it - another case in point... I was not so keen... however... in that case I was willing to say... the additional is worth the extra )
However. the law is this
Quote: Overtime generally means any work over the basic working hours included in your contract. Regulations say that most workers can't be made to work more than an average of 48 hours a week, but they can agree to work longer. This agreement must be in writing and signed by you.
Your contract of employment should include details of overtime pay rates and how they are worked out.
So permanent staff will have this in their contract... and temp staff will have the same rights... or perhaps I is wrong ..
Let the union help