weekend work schedule
oppl
6 Posts
We are a public library with 6 branches; only 2 of the branches are open on Sun from 2-5. Until recently we paid anyone who worked the Sun. schedule time and a half. Due to budgetary cuts, we discontinued paying money and began giving comp. time. At that point, several employees from other branches that previously wanted to work ont he Sun quit vontunteering since they were not getting money. This created a staffing problem at the 2 branches what were open. To solve this,a revolving schedule is being put into place that will include all employees systemwide who work in the public service dept on the Sun. schedule.They will only work once every 6 wks.
We have had one employee who says she will not do this because of her religious beliefs and that she feels we cannot make her participate. She has been employed with us about 3 yrs. and on her original application she put that she would not work Sundays. Until now, that has not been an issue. Where do we stand with this employee and others who originally put that they did not want to work Sun on their applications in light of this new policy?
We have had one employee who says she will not do this because of her religious beliefs and that she feels we cannot make her participate. She has been employed with us about 3 yrs. and on her original application she put that she would not work Sundays. Until now, that has not been an issue. Where do we stand with this employee and others who originally put that they did not want to work Sun on their applications in light of this new policy?
Comments
Adopt a written (and published) policy in conjunction with the rotating schedule that all employees will be required to participate unless they indicated a sunday exemption on the application for employment. This should keep you covered with a tangible line in the sand.
Nor does it preclude the employer from changing their work schedules to require Sunday work.
If this is a case of religious accommodation, you should look at alternatives to Sunday work. Can this person work Saturdays instead? Extra evening shifts, voluntary employee substitution, etc? Can you accommodate without incurring more than 'de minimus' costs? If so, do so.
P. S. Does your compensatory time policy allow the employer to determine when comp time will be accumulated as opposed to cash overtime?
The reason I ask is that in the private sector you cannot require ee's to take comp time in lieu of OT. I'm not an expert on the public sector and know there are some rules where comp time is applicable, but I question your ability to require comp time. I would also think there would be some morale issues at play. If it is a budgetary issue, however, that might be a better alternative than being unemployed. Just my thoughts. Could a public sector expert weigh in?