Overtime, also known as extra hours, refers to the hours worked beyond the legal or contractual work schedule. In most jurisdictions, including Quebec, these hours must be compensated at an increased rate to comply with labor standards and promote a healthy work-life balance.
Overtime typically begins after 40 hours of work per week for hourly employees, or according to specific conditions outlined in collective agreements or individual contracts. These hours must be paid at an increased hourly rate, often 1.5 times the regular rate. In some cases, options like a bank of hours allow these hours to be compensated with equivalent time off.
According to applicable labor standards:
Using accurate and up-to-date timesheets is essential to avoid errors and ensure fair payment.
Salaried employees, paid weekly or monthly, generally do not receive direct compensation for overtime. However, some companies allow them to accumulate compensatory time in the form of leave or banked hours.
Using schedule management software or an employee planning tool helps automate tracking and prevent abuse or oversight.
All hourly employees or those not exempt by law (e.g., certain managers or professionals) are entitled to increased pay for hours worked beyond the legal threshold.
An employee may refuse to work beyond the legal maximum (generally 50 to 60 hours per week depending on the case) if they believe it affects their health or family obligations. This right is protected by labor standards.
It is recommended to use time management tools to schedule shifts, record actual hours worked, and monitor recurring exceptions. This also helps prevent time theft.
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