Each question below includes its SLCP/FSLM key and the related recommendation. In some cases, the same guidance applies to multiple IDs.
Table of Contents
- Workers must stay at home and are paid legal minimum wage
- Workers must stay at home and are paid less than legal minimum wage
- Workers must stay at home and are not paid
- Other action impacting workers
- No impact to workers (workers receive their regular pay and come to work)
- Workers must stay at home and are required to use vacation time/paid time off
- Worker's hours are reduced
- Is overtime voluntary, in line with legal requirements?
- Does the facility only require workers to take paid or unpaid leave in line with legal requirements?
Workers must stay at home and are paid legal minimum wage
Wh-ove-10
Workers must stay at home and are paid less than legal minimum wage
Wh-ove-11
Workers must stay at home and are not paid
Wh-ove-12
Other action impacting workers
Wh-ove-13
No impact to workers (workers receive their regular pay and come to work)
Wh-ove-7
Workers must stay at home and are required to use vacation time/paid time off
Wh-ove-8
Worker's hours are reduced
wh-ove-9
Recommendations
- Employers should continue paying full wages to workers during slow production periods to maintain job security and stability.
- Employers should clearly communicate how work reductions will be handled and ensure workers understand their rights.
- Employers should give workers sufficient notice of any schedule reductions or temporary layoffs to help them plan accordingly. If alternative work schedules or shifts can be arranged, they should be offered first before resorting to unpaid leave.
- Ensuring workers receive fair treatment and wage protection during low production periods, employers can foster a more stable and motivated workforce while avoiding legal and reputational risks.
Is overtime voluntary, in line with legal requirements?
wh-ove-2
Recommendations
- All workers should be informed in writing that overtime is voluntary and that they have the right to refuse it without consequences.
- Policies should be aligned with national labor laws and international standards. Employers must review national laws and set clear limits on the number of overtime hours per week or month. If production demands exceed legal overtime limits, additional workers should be hired instead of forcing excessive overtime.
- Independent audits and anonymous worker surveys should be conducted to verify that overtime policies are being followed. If issues are found, corrective actions should be taken immediately to ensure compliance.