We need Spectum to be able to allow for weighted overtime calculations between different pay rates to comply with Washington state RCW 49.46.130. Page 3 of the attached file with point 4 talks about the specifics. We were fined due to how OT has been calculated.
Sarah Dalrymple
| Company | WRS |
| Job Title / Role | Controller |
| I need it... | Yesterday...Come on already |
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Hi Geoff,
In answer to your question, yes. For non union companies workers may work on base wage jobs and prevailing wage jobs. Assuming the prevailing wage was higher than the base wage, the overtime rate on prevailing wage jobs cannot fall below the overtime rate for that trade and the rate in effect would have to be used, if a weighted average would be lower, but, the weighted average for the base wage work could be used if it were higher than the base wage overtime. You could also have the situation where a non union employee on a prevailing wage job could work as more than one trade where one rate is higher, in that case the weighted average could be used for the lower paying trade but the rate in effect would have to be used for the higher paying trade.
Thanks
Hey Sarah!
Question about this request. Do companies use both weighted average overtime and the rate in place overtime?
In my mind, if you were subject to weighted average OT, you'd use it on all jobs etc. Thoughts?