Time is another possibility that employers often deal with overtime. Instead of paying overtime, employees can take a break. The value of time or salary is the same. One hour of overtime is 1.5 hours of rest or pay. If certain conditions are met, hours of work for the calculation of the entitlement to overtime can be calculated over a period of two weeks or more to a maximum of four weeks (meaning that overtime pay must only be paid if the average weekly duration of work is greater than 44 during the average period). Employers who wish to respect an average worker`s working time to determine overtime pay must obtain a written funding agreement from the employee or union if the worker is represented by a union. The time of place requires the agreement of the employer and the employee. The leave period must be taken within three months of the date it was earned or, if the employee consents, within 12 months. If the time limit was earned more than 12 months or more than 3 months ago and the employee does not accept an extension to 12 months, it must be paid in overtime pay.  There are specific overtime rules for certain industries or categories of workers in Ontario. This blog does not address these specific overtime rules, details of which can be found on the Ministry of Labour website.
Employers use means agreements to avoid overtime. If you sign a funding agreement, you will receive less for your overtime.  Note that if a union does not represent the employee, the average overtime agreement must have an expiration date of no more than two years from the effective date of the funding agreement. If the agreement applies to unionized workers, the expiry date cannot be after the effective date of the next collective agreement. In addition, a funding agreement cannot be revoked by either the employer or the worker before the expiry date of the expiry date, unless the employer and the worker agree, electronically or in writing, to revoke it.  Note that written agreements are available either on paper or electronically. Many employers have a policy that requires management to authorize overtime before it can be processed. If this is not the case, you can discipline the employee for working unworked hours.
However, you cannot refuse to grant the worker his overtime rights under the ESA if you knew or had reasonable to know that the overtime was being worked. Employers in Ontario and elsewhere who regularly require overtime should consider less costly alternatives, such as hiring .B more staff (part-time or temporary), outsourcing or introducing improvements in automation or processes. Sustainable use of overtime increases overtime pay costs by 50%.