Overtime & TOIL

BBP Overtime & Time Off In Lieu (TOIL) Policy

In general, we seek to pay employees the same regular wage each month for their contracted hours. Where practical, any hours worked over the contracted hours can be managed back to nil using TOIL within the month. Any unworked hours can be managed back to nil via extra hours worked within the month.

However, we recognise that paying some overtime each month allows us to work more flexibly and efficiently.

Overtime

Overtime hours are any hours worked by an employee in excess of those stated in their contract of employment.

Employees may be required to work overtime, as necessitated by the needs of the cooperative, including weekends, on public holidays or at other times outside normal hours of work. We will give as much notice as possible in the event that overtime is deemed necessary.

HR will monitor overtime and ensure that it is for tasks such as cover, flexibility with closing and to avoid lone working, one-off events, training or an agreed temporary piece of work.

Overtime is paid at the same flat pay rate as contracted hours.

Employees record overtime in the finance spreadsheet at the end of each month before payroll.

Overwork

BBP recognises our responsibility to help ensure work is not negatively impacting on the wellbeing of staff, through quantity (overwork) and quality (conditions) of work. We will aim to treat overwork primarily as a collective issue of organisational planning and resource allocation, and secondarily as an issue of individual support needs and working habits.

We agree that we will attempt to collectivise the issue of overwork, leading to wider organisational discussion and decisions (around recruitment, training, job descriptions & fundraising) to shift the unspoken requirements on staff.

Quantity of Work

All staff are contracted to work different hours based on their role and responsibilities. It is the responsibility of staff to ensure they are accurately recording their working hours, overtime, sick days, holidays and other leave with oversight from HR.

Quality of Work

Not only can overwork negatively impact the mental health and wellbeing of staff, but it can also negatively impact the quality of the work undertaken. Preventing overwork is therefore also the responsibility of the cooperative.

Collective Responsibility

If an employee is consistently recording overtime hours, HR will discuss this with the employee. If it is felt that this as a result of ‘invisible work requirements’ (essential regular tasks not in their job description) this issue will be taken to the Operations Group for discussion. If necessary, a solution will be proposed to the Director’s Group for their consideration and decision. This is to avoid the issue only being addressed at an individual level and keeps it on the wider organisational radar.

Individual Responsibility

Employees should not normally accumulate more than one working week’s overtime or TOIL per month and it is strongly encouraged that TOIL time is taken back within a week or two after it is accumulated. No more than one working week’s TOIL can be carried over per month.

Queries

If you have any questions about overtime or TOIL please speak to the HR & Governance Coordinator.