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5/15/2018 4:38:55 PM
 
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Section 5: OPA Board Subject: OP hourly employees Msg# 1013771
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In a message posted by you on 5/9/18 you stated the following: So, can someone verify the intent of the new policy in less than 20 minutes is, as another source explained: Hourly Employees can take breaks but need to clock in and out should they leave the premises and it isn’t work related. I commented in a reply to you that I could see no issue with requiring employees who left the work site to clock out and then clock in on their return. You replied to me: Nor do I. I took your comment from another source to mean that the change in use of break periods was the requirement to clock out when departing the work site and then clocking back in upon their return. Makes no difference to me how OPA handles employee breaks. That is something between the employee and employer. |
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For reference, the above message is a reply to a message where: I don't think the time of day the break is taken has any impact on what OPA pays the employee. I was commenting on the possibility that the employee was taking the breaks and leaving the work site. If that occurs, it was my understanding from a previous post you made that the employee would need to clock out. If you are off the clock you are not getting paid. Dan, let's stay with known facts. We know what the GM said was the "specific" problem to be solved. He wrote: "Furthermore, and specifically, the problem that we are solving is that a limited number of full-time hourly employees were taking their breaks in conjunction with their lunch break; thus, they were taking an hour off for lunch and the association was paying them for 40 hours when they were only working 37.5 hours. By discontinuing that practice, the association will gain productivity and 'recover' significant wages." Please explain to me how OPA is recovering significant wages as the GM states? As for clocking in or out, the GM makes no mention of that. |
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