Retroactive overtime

Retroactive overtime (ROT) is an additional amount of money that is awarded when an employee has a combination of overtime and an additional amount of money, such as a commission or a bonus that is guaranteed based upon work requirements. Overtime is required to qualify for retroactive overtime. So, if a salesperson receives a commission, but does not receive overtime, then the employee does not qualify for retroactive overtime.

Organized labour
Part of a series on

Labour movement Timeline New Unionism Proletariat Social movement unionism Social democracy Democratic socialism Socialism Syndicalism Anarcho-syndicalism
Labour rights Freedom of association Collective bargaining Child labour Unfree labour Equal pay Employment discrimination Legal working age Six-hour day Eight-hour day Annual leave Paid time off Minimum wage Occupational safety and health Employment protection
Trade unions Trade unions by country Trade union federations International comparisons ITUC IWA WFTU
Strike action Chronological list of strikes General strike Secondary action Overtime ban Sitdown strike Work-to-rule Lockout
Labour parties Australia Barbados Brazil Hong Kong Ireland Israel Malta New Zealand Netherlands Norway Singapore United Kingdom
Academic disciplines Industrial relations Labour economics Labour history Labour law

Computation

Retroactive overtime is computed by using the number of hours of overtime worked for the specified payroll period to look up the coefficient percentages from the coefficient table (Form WH-134).[1] This coefficient percentage is then multiplied by the commission and/or bonus to determine the ROT amount that will be awarded to the employee in addition to the already existing overtime and commission.

The additional amount on money beyond the overtime, the commission or bonus, must be a guaranteed payment to the employee based upon specified work criteria. Here are some examples of some bonuses that qualify and do not qualify.

Qualifying bonuses

If an employee is awarded a known amount of money for working a certain shift or for working a number of consecutive weeks, that additional amount of money that is paid beyond the regular base pay and overtime will qualify for retroactive overtime if and only if there are also overtime hours paid during the same pay period of the qualifying bonus. You could also consider this to have an OT value of zero and add an additional look-up table value of all zeros for the percentages to use to determine the ROT amount.

Non-qualifying bonuses

If an employee is awarded a discretionary bonus that is not guaranteed based upon specific work criteria, this bonus does not qualify for retroactive overtime. A good example of this is a Christmas bonus that may be awarded to employees. This is not a guaranteed bonus that the employee will receive for meeting a specified goal but is rather a bonus that is awarded to the employee on the discretion of the company.

Notes and references

Coefficient Table for Computing Extra Half-Time for Overtime, Form WH-134

External links

Employment
Classifications	Casual Contingent Full-time Gig Part-time Self-employed Side Skilled Independent contractor Labour hire Temporary Tenure Unskilled Wage labour
Hiring	Application Background check Business networking Cover letter Curriculum Vitae (CV) Drug testing e-recruitment Employment contract Employment counsellor Executive search list Induction programme Job fair Job fraud Job hunting Job interview Letter of recommendation Onboarding Overqualification Person–environment fit Personality–job fit theory Probation Résumé Simultaneous recruiting of new graduates Underemployment Work-at-home scheme
Roles	Cooperative Employee Employer Internship Job Labour hire Permanent employment Supervisor Volunteer
Worker class	Blue-collar Green-collar Grey-collar Pink-collar Precariat White-collar
Career and training	Apprenticeship Avocation Career assessment Career counseling Career development Coaching Creative class Education Continuing education E-learning Employability Further education Graduate school Induction training Knowledge worker Licensure Lifelong learning Overspecialization Practice-based professional learning Professional association Professional certification Professional development Professional school Reflective practice Retraining Vocational education Vocational school Vocational university Mentorship Occupational Outlook Handbook Practice firm Profession Tradesman Vocation
Attendance	Break Career break Furlough Gap year Leave of absence Long service leave No call, no show Sabbatical Sick leave Time clock
Schedules	Four-day week Eight-hour day Six-hour day 996 working hour system Flextime On-call Overtime Retroactive overtime Shift work Telecommuting Working time Workweek and weekend
Wages and salaries	Income bracket Income tax Living wage Maximum wage National average salary World Europe Minimum wage Canada Hong Kong Europe United States Progressive wage Singapore Overtime rate Paid time off Performance-related pay Salary cap Working poor
Benefits	Annual leave Casual Friday Child care Disability insurance Health insurance Life insurance Marriage leave Parental leave Pension Sick leave Take-home vehicle
Safety and health	Epilepsy and employment Human factors and ergonomics Karoshi Occupational burnout Occupational disease Occupational exposure limit Occupational health psychology Occupational injury Occupational noise Occupational stress Personal protective equipment Repetitive strain injury Sick building syndrome Work accident Occupational fatality Workers' compensation Workplace phobia Workplace wellness
Equal opportunity	Affirmative action Equal pay for equal work Gender pay gap Glass ceiling
Infractions	Corporate collapses and scandals Accounting scandals Control fraud Corporate behaviour Corporate crime Discrimination Dress code Employee handbook Employee monitoring Evaluation Labour law Sexual harassment Sleeping while on duty Wage theft Whistleblower Workplace bullying Workplace harassment Workplace incivility
Willingness	Boreout Careerism Civil conscription Conscription Dead-end job Job satisfaction McJob Organizational commitment Refusal of work Slavery Bonded labour Human trafficking Labour camp Penal labour Peonage Truck wages Unfree labour Wage slavery Work ethic Work–life balance Downshifting Slow living Workaholic
Termination	At-will employment Dismissal Banishment room Constructive dismissal Wrongful dismissal Employee offboarding Exit interview Layoff Notice period Pink slip Resignation Letter of resignation Restructuring Retirement Mandatory retirement Retirement age Retirement planning Severance package Golden handshake Golden parachute Turnover
Unemployment	Barriers to entry Discouraged worker Economic depression Great Depression Long Depression Frictional unemployment Full employment Graduate unemployment Involuntary unemployment Jobless recovery Phillips curve Recession Great Recession Job losses caused by the Great Recession Lists of recessions Recession-proof job Reserve army of labour Structural unemployment Technological unemployment Types of unemployment Unemployment benefits Unemployment Convention, 1919 Unemployment extension List of countries by unemployment rate Employment rates Employment-to-population ratio Wage curve Youth unemployment
See also templates Aspects of corporations Aspects of jobs Aspects of occupations Aspects of organizations Aspects of workplaces Corporate titles Organized labor

This article is issued from Wikipedia. The text is licensed under Creative Commons - Attribution - Sharealike. Additional terms may apply for the media files.