An employee is entitled to overtime under an average scheme if his working time exceeds: However, only one employee cannot leave an HWAA group. Employees working under an HWAA are entitled to casual leave for each year of employment: An employer is generally required to notify the employee in writing for 24 hours of a change in hours of work and 8 hours of rest between shifts. However, a funding agreement may specify how the employer can change the schedule of daily and weekly schedules. The agreement must include a statement that the employer may change (modify) the schedule in accordance with the funding agreement. Staff still need 8 hours of rest between stations. Overtime is calculated over the period of the day or over the average period. Employers can choose one of two options. Overtime is paid in daily or average overtime. The average working time can be between an employee or a group of employees and his employer.

The work order of a staff member must be indicated in advance. We help employers comply with the law by understanding how employees can be paid for overtime. If you have questions about the types of means-tested arrangements, average lead times or daily overtime, speak to one of our consultants today: 1-888-219-8767. The employer may also change the schedule if the averaging scheme provides as follows: if overtime is due for the average period, additional calculations are required. These calculations ensure that hours are not counted twice, both as average overtime and as flexible time. The calculation is as follows: If the employer and employee agree on an exemption with pay instead of overtime pay, overtime will be billed at a rate of at least 1 hour for each overtime worked. For more information, see Overtime and overtime pay. During or at the end of an average period, an employer may write to any affected employee with at least 2 weeks` notice: employers are not prevented from making changes to the employee`s work schedule, but are always required 24 hours in advance about shift changes and 8-hour breaks between shifts. Overtime due is the highest value of daily or average overtime.

Therefore, employers must deduct the total daily overtime paid to employees from the total average overtime time to determine whether overtime is due at the end of the averaging period. Compressed weekly working arrangements concluded before 1 January 2018 and entered into force on 1 November 2020 are only valid if: The agreement on the average value can only specify a work plan that applies to the employee. An HWAA group may be concluded with the majority of the employees concerned at the request of a group of employees or a deputy director with the consent to enter into the agreement. In the case of a collective agreement, all new employees hired in the workplace are considered consenting and are bound by the agreement.  the start and expiry date of the agreement, and the Director of Employment Standards may terminate a funding contract at any time, taking into account any factors he or she deems relevant. As of January 1, 2019, non-unionized employers in Alberta will no longer be able to have weekly compressed deadlines imposed by the employer. Even unionized employers will soon face this change if they haven`t already. If, before the end of the averaging period, the averaging agreement: Existing averaging agreements remain valid until the earliest of the following: Working time allocation agreements may exist between an individual employee or groups of employees and their employer. Payment for any additional hours remaining during the averaging period shall be paid within 10 days of the end of the payment period in which the averaging period ends. Overtime is calculated on a daily or average basis. Employers can choose one of 2 options.

If there is no collective agreement, the averaging by-law must meet all of the following criteria: overtime is paid in daily overtime or average overtime. The flexible average agreement, which is not part of a collective agreement, is valid: employers can require employees or allow them to work modified schedules through an averaging agreement. The overtime averaging period is calculated as if the employee had worked the remaining scheduled shifts during the averaging period (daily or averaging time rules apply). An HWAA can be requested by the employee or employer, while an FAA can only be requested by the employee. The agreement must only include a schedule for the employee, which must be provided to him in advance. In addition, an intervention period must be established. Their duration depends on the type of financing agreement. Currently, employers and individual employees who work at least 35 hours per week can, at the employee`s request, enroll in an FAA that allows the employer to determine the employee`s average working time over a maximum period of two weeks to set a higher hourly wage or paid leave. FaAs also allow employers and employees: Leave must be taken before the end of the next funding period. If this is not the case, the employer must pay the employee his regular salary for the hours not worked.

Existing funding agreements remain in effect as soon as possible: employers and employees can renegotiate or terminate the person or group (if the majority agrees). Either party to HWAA may terminate the contract with 30 days` notice. Termination takes effect at the end of the 30-day period, which in some cases may be longer than 30 days. An employee`s work schedule must be specified in advance. The Director of Employment Standards may terminate an averaging agreement at any time after considering the factors he or she considers relevant. Overtime is the most important daily or average overtime. Therefore, employers must deduct all daily overtime paid to employees from the total average overtime time to determine whether overtime is due at the end of the average period. The average overtime period is calculated as if the employee had worked on the remaining positions during the average period (the rules apply to the daily or average period).

If a collective agreement provides otherwise, the obligation to move from one position to another must be consistent with the collective agreement.  the work plan for each working day covered by the agreement. If overtime is due during the average period, some additional calculations are required. These calculations ensure that hours are not counted twice, both as average duration and as flexible time. The calculation is as follows: the rupture must be carried out before the end of the next average period. If this is not the case, the employer must pay the employee his normal wages for the unused hours […].