Q2: What are the factors that the LWIA must consider in approving overtime requests?
Overtime approval should be given sparingly, which sometimes means saying no. There may be situations when the need for overtime comes up unexpectedly, so LWIAs need to be prepared for addressing worksite employers' overtime requests.
The overtime must be built into the project design of the disaster worksite, including budgeting for it and an agreement as to the procedures for allowing overtime. Specific overtime requirements and conditions might not be stated initially when the Worksite Agreement is developed with a worksite employer because there may not be an identified or anticipated need at that time. When specific DRE overtime needs are not known, general language addressing DRE overtime must be included in the Worksite Agreement, such as: DRE overtime is not allowed without prior written approval of the Workforce Agency, consistent with the Agency's written DRE overtime policy and procedures, including the requirement that the worksite's regular employees are also working overtime on the disaster effort and that DRE workers have adequate supervision.
- When evaluating the need for overtime, LWIAs should explore other staffing solutions, including the worksite employer handling the additional workload or alternative work schedules of DRE workers, for example, can additional DRE workers be hired to do the work so overtime is not needed (and additional dislocated workers can benefit from temporary employment), or can DRE work schedules be staggered to address the identified need.