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NRC limits workers to 48 hrs/wk
Already Gone:
That's perfectly legal for non-manual workers. However, most of the work is done by the manual labor force. It is illegal to pay non-clerical, non-management workers that way. The law requires that they be paid an hourly wage and not a salary. It also requires that their overtime be paid in the form of money and certainly NOT time off in lieu of OT. If they work over 40 hours in a week, they must be paid OT. Averaging, deferring, or otherwise "juggling the books" on overtime is strictly against the law.
This is why there is no way on this earth that I would ever accept a salaried job.
SloGlo:
--- Quote from: alphadude on Apr 21, 2006, 02:57 ---management usually does not get OT under professional employee status..
--- End quote ---
i never sayed management got ot. i sayed they billed it. 'n office 101 teaches you that the more you bill the more you will make. it won't show up in this weeks check, it'll show up in your bonus, yer stock options, yer 1st class airline tix, yer stocked booze cabinet. but it will show up because you are making more moola for the company. 'n ya learned in every business discipline 101 class that the more you make for the company, the more you make.
Already Gone:
--- Quote from: alphadude on Apr 12, 2006, 02:13 ---the risk is rather high and not acceptable... the rate of accidents will increase at the 72 hour level.. its a proven statistic..
--- End quote ---
This is really getting to be a burr under my saddle. Twice in this thread you allude to statistics which simply do not exist. If you are aware of studies or other compiled data which supports this assertion, then please share it with us.
I have exhaustively searched the BLS tables for the years 1998 - 2004, and find that they just do not have as much as a footnote declaring that they are even aware of the incident rates based on hours worked per day or per week. The closest you can get is the raw number of injuries vs. hours worked prior to the injury and by day of the week.
(BTW, they do not compile data on "accidents", or "lost time accidents". They report the total number of "non-fatal injuries and illnesses resulting in days away from work". One "accident" will never show up in the data, but could be reported in several different places depending on the injuries involved. So, a single event which results in an OSHA recordable injury, a fatality, and a non-fatal injury resulting in days away from work, will be recorded in three different reports, but not as a single "accident".)
Anyway, the time with the highest number of injuries is two to less than four hours after the start of shift. The second highest period is six to less than 8 hours. This bears out the established concept that workers are more likely to be injured in the periods before lunch and before quitting time. (Time pressure rears its ugly head again.) Although the number of injuries after 10 hours is lower, just as the number of injuries is lower on Sundays or after 12 hrs or 16 hrs, these numbers tell nothing because fewer people work at those times. The statistic which purportedly states that there is a higher probability of injury after 10 hrs per day or 72 hrs per week is just plain nonexistent.
So, if you have this data from some other authoritative source, post it here. Otherwise, please stop saying things that are not supported by the data as if they were undeniably true.
Already Gone:
--- Quote from: Marssim on Apr 24, 2006, 08:47 ---The view from up here;
--- End quote ---
That opening line explains perfectly the rest of the post. It seems to have been written while you were high. It reads like one of those "stream-of-consciousness" pieces -- the NukeWorker.com version of Gravity's Rainbow.
When you come down, would you be so kind as to make your point, please?
alphadude:
While some amount of overtime is often operationally needed and desired by some employees, excessive overtime hours can compromise safety, health and productivity – adding to the true costs of long working hours of exempt and non-exempt workers. These indirect costs relate, for example, to an increased risk of heart attacks; diabetes; high blood pressure and mental illness; a greater risk of retirement disability; increased safety risks due to human error; lowered productivity and presenteeism; increased chance of turnover and absenteeism; and costs of potential liability issues and law suits.
Few studies have directly investigated the financial consequences of long working hours. For example, in a study on white-collar jobs, performance decreased by as much as 20% when 60 or more weekly hours are worked (Nevison, 1992). Data from 18 manufacturing industries in the U.S. show that a 10% increase in overtime resulted, on average, in a 2.4% decrease in productivity measured by hourly output ( Shepard and Clifton, 2000). High overtime levels can cause poor employee morale, which can affect productivity and absenteeism. For example, Circadian showed that 31% of extended hours operations that have extremely high overtime hours (25% or greater) also had poor morale, compared to only 13% of companies with low or normal overtime (Kerin, 2003). Long working hours and overtime contribute to increased worker fatigue and safety problems. For example, the average cost of workers compensation claimed per individual at extended hours facilities that reported severe fatigue problems was considerably higher ($4,037) than at facilities that report moderate ($2,240), minor ($981) or no ($276) fatigue problems.
need any more???
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