Consider the following questions and post your responses. Minnesota Statute §177
ID: 423507 • Letter: C
Question
Consider the following questions and post your responses.
Minnesota Statute §177.25 states that "[t]he state of Minnesota or a political subdivision may grant time off at the rate of 1-1/2 hours for each hour worked in excess of 48 hours in a week in lieu of monetary compensation." In other words, if you are a public employee you can be given comp time in place of overtime pay. Should private sector employees be allowed to use comp time to meet their overtime pay obligations? What are the potential benefits? Potential problems?
There are many cases of serious wage and hour violations by employers, particularly in the retail sector. These cases feature employers failing to provide breaks; pressuring workers to underreport hours of work; requiring that work be performed both before and after shifts; and shaving time, the practice of deleting work hours from computerized payroll records. Is this any different from stealing from the employees? Is there any justification for such acts? What type of penalties would you impose against employers who engage in such practices?
Explanation / Answer
Answer: 1
· Minnesota Statute §177.25 states that "[t]he state of Minnesota or a political subdivision may grant time off at the rate of 1-1/2 hours for each hour worked in excess of 48 hours in a week in lieu of monetary compensation." In other words, if we are a public employee we can be given comp time in place of overtime pay.
No, the private sector employees should not be allowed to use comp time to meet their overtime pay obligations because the employer will have higher exploitation of labors or workers and the earning of the labor or workers will be highly affected and will not be able to generate earnings for their livelihood.
Potential benefits are as below
· Employees will be able to get the pay for their work
· Employees will be able to generate higher pay for higher works
· Employees will not be misused by the employer.
· The rights of the employees will be safeguard.
Potential problems are as below
· Employer will have to give high pay for overtime.
· Employer’s profit will be lowered.
· Employer will not give comp off to employee based on employee’s need, but employer will give them comp off when employer does not have work.
· Employer will misuse the employees and explore them for their benefits instead of employees benefits.
Answer 2
There are many cases of serious wage and hour violations by employers, particularly in the retail sector. These cases feature employers failing to provide breaks; pressuring workers to underreport hours of work; requiring that work be performed both before and after shifts; and shaving time, the practice of deleting work hours from computerized payroll records.
No, this is not different from stealing from the employees. This is the approaches of stealing from the employees by the employer and misusing the labors or workers in the retail segment.
Officially we could not find justifications for such cases, but we can prepare justifications for such cases based on the needs.
Penalties related to serious misconduct and misuse of employee should be imposed against employers who engage in such practices to ensure that the employees /labors are safeguarded from the misconducts and stealing practices by the employers for the employees.