Quote:
Originally Posted by Frost king
As an employer, you should know the laws, and the la s clearly state, that you or your employee can not waive any part of the labour act. Even though, the employee is willing to waive his rights to overtime, you cannot take advantage of his situation. So you have one of two choices, either turn his request down or pay him the overtime. Any other outcome, you as the employer are liable.
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There's a third choice, and it's not a great one but it's used a lot.
Reduce his hourly rate to minimum wage and pay the OT.
Say you want to pay a groom $100/day (these are all fictitious numbers to prove a point).
At 8 hours, no overtime that = $12.50 per hour. The OT rate would be $18.75/hr. Let's say minimum wage is $9/hr.
Let's say for a couple weeks you have horses shipping in from somewhere and the groom wants to work overtime to help, let's say that would be 10 work hours per day for a while.
If you paid OT, he would make $137.50 a day.
BUT. You can hire him/everyone at minimum wage and that 10 hour day (paying the OT) now only costs you $99 AND you work him 10 hours.
No biggie, right? NOPE.
When it quiets back down, and you aren't paying more than 8 hours a day of work, he now ends up making $72/day. Not good for him.
