When I was hired, I was told that 8 hrs/day was required (not including lunch) and that I would be paid per widget only (not by the hour nor for overtime, for that matter). But once employed, I find out that I'm REQUIRED to work OT on some weeks. Several weeks ago, they required 4 hours OT so I worked 1 hour extra (9 hour days) for 4 days M-Th, and on Friday we were sent home several hours early because machinery was down and we couldn't work. But I find out that those 4 hours of OT I put in didn't even fully count as OT -- they simply used them to count for time lost on that Friday when machines were down, so they are telling me that I need to work more to make up my "4 hr mandatory OT." Is this even legal? I mean, I'm only paid per widget to begin with and I don't even take a lunch break. Something just isn't right.
Answer:
Your best bet is to talk to someone who works in the Department of Labor. Here is the link to file a complaint. They'll look into your complaint.
http://www.dol.gov/esa/regs/compliance/w.
If they didn't tell you that when you were hired,I would think not. Are you in a union? If so, talk to your union steward. How badly do you need this job because chances are if you make a big stink and are not in a union they will find a reason to let you go.
An employer can have any requirements they want for a job. If you don't like their requirements then you can quit..you are not a slave. If they have certain production requirements and you do not are not willing to meet them, then they can let you go, or they can require you to do what is necessary to meet the requirements..including work what you call "over time".
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