Montana Flextime Time Request
Description
How to fill out Flextime Time Request?
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FAQ
Flex time, or flextime, refers to a work arrangement that allows employees to choose their working hours, within specific limits. Instead of working traditional 9-to-5 hours, you can adjust your schedule based on personal needs and responsibilities. This flexibility can lead to increased job satisfaction and productivity. If you're considering a Montana Flextime Time Request, it can be a great way to balance work and personal life.
No, only if you've agreed to keep your salary secret in your employment contract. While your salary is your personal information, the Privacy Act doesn't require you to keep it confidential.
If your contract says you have compulsory overtime but it's 'non-guaranteed', your employer doesn't have to offer overtime. But if they do, you must accept and work it. Your employer could take disciplinary action or dismiss you if you don't do the overtime you've agreed to.
In every state besides Montana, employees work at will during the entire length of their employment. This means that employers can fire employees in those states at any time and for any reason that isn't illegal. In Montana, however, employees work at will only during an initial probationary period.
Montana law requires most employees to be paid 1.5 times their regular rate of pay for any period worked over 40 hours in the employer's seven-day workweek.
So called 'use it or lose it' policies are not permitted in Montana. However, caps, or maximum accumulation amounts can be instituted which effectively prevent additional vacation to accrue until existing time is utilized.
In fact, employees' right to discuss their salary is protected by law. While employers may restrict workers from discussing their salary in front of customers or during work, they cannot prohibit employees from talking about pay on their own time.
An employer doesn't violate overtime laws by requiring employees to work overtime, (ie mandatory overtime), as long as they are properly compensated at the premium rate required by law.
No use-it-or-lose-it policies permitted. Under California law, vacation is treated the same as earned wages and vest as the employee performs work. Because vacation is earned proportionally as the employee works, policies requiring employees to lose vacation already earned is illegal under California law.
"Yes," your employer can require you to work overtime and can fire you if you refuse, according to the Fair Labor Standards Act or FLSA (29 U.S.C. § 201 and following), the federal overtime law. The FLSA sets no limits on how many hours a day or week your employer can require you to work.
