1 augusti 2011 upphävdes Arbetsmiljöverkets dispens för uttag av extra mertid och extra övertid. Istället är det nu upp till arbetsgivaren att bedöma ifall det finns särskilda skäl för uttag av extra övertid och extra mertid samt att bedöma att situationen inte går att lösa på annat rimligt sätt. Skyddsombuden får nu som ett led i regleringen möjlighet att göra framställningar till arbetsgivaren om det behövs för att säkerställa att arbetstidslagen följs. Syftet med uppsatsen har varit att ta reda på vilka omständigheter och situationer, som krävs för att en arbetsgivare ska kunna ta ut extra övertid och extra mertid. Uppsatsen beskriver den gällande rätten för uttag av extra övertid och extra mertid. Syftet har också varit att redogöra för hur skyddsombudens befogenheter har påverkats av de nya reglerna kring uttag av extra övertid och extra mertid. Uppsatsen har baserats på en rättsdogmatisk metod, vilket innebär att den har haft sin utgångspunkt utifrån olika befintliga rättskällor. Uppsatsen har varit avgränsad till att endast beröra den ändring som skett i arbetstidslagen och berör inte nödfallsövertid, studerande skyddsombud eller elevskyddsombud. Slutsatser som har dragits är att särskilda skäl för att göra uttag av extra övertid och extra mertid, kan vara tillfälliga arbetsanhopningar som varit omöjliga att förutse, oförutsedda sjukdomsfall eller förlust av spetskompetens som inte gått att ersätta omedelbart. Bedömningen att situationen inte går att lösa på annat rimligt sätt, ska göras i varje enskilt fall. Arbetsgivaren ska se över möjligheter som att rekrytera personal, hyra in personal eller utföra organisatoriska åtgärder för att lösa situationen. Skyddsombuden har sedan tidigare möjlighet att kontrollera arbetstidsfrågor, men endast rätt att agera, då det innebär en risk ur ett arbetsmiljöperspektiv. Nu har det rätt att agera vid minsta övertramp av extra övertid och extra mertid samt möjlighet att begära att arbetsgivaren ska vidta åtgärder.  Ändringen i arbetstidslagen ger skyddsombuden en begränsad rätt att agera, eftersom regeln kan avtalas bort genom kollektivavtal. Den nya regleringen i arbetstidslagen innebär en mindre ökning av skyddsombudens befogenheter. / On August 1, 2011 the Swedish Work Environment Authority repealed their exemption for the take out of extra overtime and extra additional time. It is now up to the employer to determine if there are special reasons for the employee to take out extra overtime and extra additional time and to decide whether the situation has not been able to be solved in any other reasonable way. Currently the safety representatives of the company get the possibility to make suggestions to the employer if needed, to ensure that the Act regulating the working time is enforced. The main purpose of this paper was to determine the circumstances and situations that require an employer to be able to charge extra overtime and extra additional time. The paper describes the established law for the collection of extra overtime and extra additional time. The purpose has also been to explain how the safety representatives’ authority has been affected by the new regulations around the extra overtime and extra additional time. The paper is based on the law of dogmatic approach, which means that it is based on various existing sources of law. The paper has been limited to only concern the change that has occurred in the Act regulating the working time and shall not affect emergency overtime and student safety representatives. The conclusions that has been drawn, is that the special reasons for taking out extra overtime and extra additional time, may be temporary situations of higher workload that were impossible to predict, unforeseen illness or loss of front edge competence that is not possible to replace immediately. In each specific case, an assessment shall been made, to determine that the situation hasn’t been able to be resolved in any other reasonable way. The employer shall review the possibility of recruiting new employees, hire employees from a temporary work agency or implementing organizational arrangements to resolve the situation. The safety representatives already have the authority to control issues regarding working time, but only the authority to act when the working time has developed in to a working environment problem. Now they have the right to act at the slightest infractions of extra overtime and extra additional overtime and the possibility to ask the employer to take action. The amendment to the Act, regulating the working time, provides the safety representatives with a limited right to act, because the rules can be negotiated through collective labor agreements. The new regulations in the Act, regulating the working time, results in a small increase of the safety representatives’ authority.

This thesis with the topic Working time in healthcare makes an effort to deal comprehensively with the particular issues of the working time institutes, their application in healthcare and it alternatively point to some defiency in legislation. The regulation of the working time is one of the most important working conditions especially for the workers due to the fact that they spend more than one third of their day at work. In case of the healtcare workers it's even more than one third of their day. In first chapters I pursued regulation of the working time from the view of the international law, in concrete from the view of the Conventions of International Labour Organization. I focused more on the European Union regulations, especially on the Working Time Directive, because due to this directive there is no longer the institute of the on-call duty at workplace in czech legislation. The Directive also allowed to legitimize further agreed overtime work for healthcare works. In the third chapter I focused on the regulation of the working time itself. I analyzed the characteristics and compared the current wording with the definition in the Labour Code from the 1965. In the following chapters I analyzed the lenght of working time and its scheduling. I pointed out the differences between fixed, short...

This diploma thesis deals with the topic of overtime work and consequent entitlements for employees. It also focuses on the working hours institute in general, as the basis for determining overtime. It deals not only with the limits and conditions of overtime work, but also with overtime in different working hours regimes as well as overtime work of specific groups of employees. The aim of the thesis is to summarize the Czech legislation of the overtime institute, while evaluating the jurisprudence dealing with this issue. The thesis is divided into five chapters. The first chapter outlines the historical development not only of overtime work itself, but also of working hours as an institute directly related to overtime. In view of the Czech Republic's membership in the European Union, there can not be omitted the view of overtime work in terms of EU legislation, where Directive 2003/88 / EC is the key rule governing working hours and overtime. The second chapter deals with the working hours institute and describes the different ways of its layout. It also summarizes night work and on-call time, the legal regulations of which make it problematic, and employees often come to a dispute with employer about the uncertainty of remuneration. The third chapter deals with the overtime work itself as the...

Why do people work in the voluntary sector? Is the sector distinct, with characteristics that differentiate it from the private and public sectors? Is it important to consider the existence of the so-called ‘third sector’ when analysing behaviour in the labour market? Is altruism really an important motivation for workers in this sector? This dissertation is concerned specifically with the labour market in the voluntary sector: that is, workers who are the paid employees of independent nonprofit organisations. Using a large, national dataset, we explore empirically the predictions of the economic theory of voluntary organisations. In particular, is there evidence for a ‘warm glow’, the extra utility that workers receive for working towards a goal that they share with their employer? Does this glow exist, and is it brighter in the voluntary sector? We examine in turn sector differences in wages, working hours, and find evidence that employment in the voluntary sector is significantly different in some characteristics from both the private and public sectors. The main economic theories of voluntary sector wage-setting rely on some formulation of ‘warm glow’ utility or intrinsic motivation derived from working for an organisation with a mission shared by motivated employees. This leads to a prediction of lower wages in the voluntary sector. The empirical findings in the existing literature have focussed on US data, and the results have been mixed. Using pooled cross-sectional and panel datasets based on UK employment data between 1997 and 2007, we show that there is some evidence of warm-glow wage discounts in the sector for male workers, but that these wage differences have been eroded as the sector has grown. Although there is not a significant sector wage difference found for women, there is evidence that they have also experienced faster wage growth in the voluntary sector than the private. There are significant sector differences in working hours within the Health & Social Work industries, particularly in overtime working. Workers in the voluntary sector work more hours of unpaid overtime, whilst those in the private sector work more hours of paid overtime. Controlling for overtime hours has a significant effect on sector wage differentials. In particular, accounting for unpaid overtime results in evidence of a warm-glow wage discount for female workers. We analyse this data at a time when the sector has been growing dramatically, driven by government policy to reform public services. Our findings suggest that this policy has had unintended consequences for the voluntary sector labour market.

In 2008 Ontario implemented a screening program for colorectal cancer, which drew attention to the increasing demand for colonoscopies in the province. This trend and the forecasted demand of the new screening program created a need to increase capacity in hospital endoscopy suites. This thesis addresses this need by investigating throughput gains from scheduling according to physician specific procedure durations in endoscopy suites. This is accomplished through the development of a scheduler and a generic discrete event simulation. Case study results show that physician specific scheduling can increase throughput in the endoscopy suite while reducing undertime and only slightly increasing overtime. They further indicate the trade off between a 1:2 and 1:1 physician to room ratio, finding that while a 1:1 ratio increases throughput by 33% over a 1:2 ratio, physicians are 1.5 times more productive under a 1:2 ratio.

In 2008 Ontario implemented a screening program for colorectal cancer, which drew attention to the increasing demand for colonoscopies in the province. This trend and the forecasted demand of the new screening program created a need to increase capacity in hospital endoscopy suites. This thesis addresses this need by investigating throughput gains from scheduling according to physician specific procedure durations in endoscopy suites. This is accomplished through the development of a scheduler and a generic discrete event simulation. Case study results show that physician specific scheduling can increase throughput in the endoscopy suite while reducing undertime and only slightly increasing overtime. They further indicate the trade off between a 1:2 and 1:1 physician to room ratio, finding that while a 1:1 ratio increases throughput by 33% over a 1:2 ratio, physicians are 1.5 times more productive under a 1:2 ratio.

Final thesis discusses about the influence of overtime and motivation to manage projects. The thesis highlights the positive characteristics about connection between the system dynamics and the project management. Includes basic theoretical definition of motivation, management control and overall project management. Analyze the possibility of using different methods, especially motivation to influence or stimulate the work flow. Highlights the positive qualities of the use of dynamic modeling and simulation to solve IS/ICTprojects. It examin the real situation of overtime influence on solving the problem. This situation is portrayed in the relevant diagrams of system dynamics and it is modeled in the program Powersim. The text also contains a detailed procedure for the entire solution.

Syftet med rapporten är att kartlägga en platschefs arbetsdag samt att se vilka faktorer som påverkar detta. Undersökningens mål är att se hur mycket tid som en platschef spenderar på uppgifter som inte ingår i dennes arbetsbeskrivning.  För att undersöka detta användes två olika metoder. Den första var observationer i form av skuggning, där forskarna går jämte en platschef under en arbetsdag och antecknar vilka uppgifter som utförs och hur lång tid dessa tar. Den andra metoden är i form av en intervju som hölls med den observerade platschefen i slutet av dagen.  I resultatet redogörs empirin som har samlats in i undersökningen och presenteras i form av olika faktorer som är tagna från den sammansatta arbetsbeskrivningen och intervjufrågor som gav relevanta svar.  I slutsatsen redogörs det att en betydande del av platschefens arbetsdag ägnas åt uppgifter som inte ingår i dennes formella arbetsbeskrivning. Därutöver presenteras de faktorer som har en påtaglig inverkan på hur mycket tid som faktiskt läggs på dessa uppgifter. / The purpose of this report is to map out a site manager's workday and to identify factors that influence it. The aim of the investigation is to determine how much time a site manager spends on tasks that are not included in their job description. To examine this, observations in the form of shadowing are used, where the researchers accompany a site manager during a workday and takes notes of the preformed tasks along with the needed time. The second method is in the form of an interview which is held with the observed site manager at the end of the day.  The report presents the empirical evidence collected during the investigation and identifies various factors from the compiled job description and the interview questions that yielded relevant answers. To conclude the report, it is noted that a significant portion of the site manager's workday is devoted to tasks that are not formally included in their job description. Additionally, the factors that have a significant impact on how much time is spent on these tasks are presented.

Background: Overtime work is a common phenomenon worldwide, the consequences of overtime work cannot be overlooked. Severe overtime work has led to some physical and psychological problems among workers. The seriousness of overtime work in China'sconstruction industry is not negligible. Therefore, this study takes young designers in China'sconstruction industry as the research object. Young designers may encounter more challenges and inequalities in their work process. The recent graduates who face even more severe overtime conditions. This study focuses on the association between overtime and job satisfaction. And to identify the working overtime reason of who has well-trained skill with intrinsic and extrinsic working motivations. Purpose: This study is a survey of young designers in the Chinese architecture industry through interviews to establish the reasons for overtime and the factors affecting job satisfaction for well-trained, intrinsically and extrinsically motivated new employees, analyze the link between overtime and job satisfaction. Methods: We research through a qualitative research method. Data are collected from using semi-structured interviews. The data are categorized and analyzed to gain insight into the causes and effects of overtime work. Conclusion: After research and analyze, we found that there are four main categories of reasons for young designers to work overtime. The reasons are internal to the construction industry, company management, company work atmosphere, and personal motivation to work overtime. For young designers, the intrinsic motivation is sufficient. They are not concerned about overtime, and a short period of active overtime does not reduce their job satisfaction. But when external reasons force them to work overtime for a long time. Their job satisfaction decreases. In this regard, there is no better way to improve the impact on job satisfaction than to reduce working hours.

The purpose of this study was to understand whether strength is a prescriptive stereotype for Black women professionals in organizations. This study investigated whether a woman’s race (White or Black) affected how her level of work (overwork, not overworking, or control) was evaluated and rewarded by others (performance evaluation ratings, likelihood of promotion, and monetary rewards.) In particular, the study sought to understand whether Black women would not reap benefits for overworking, and whether they would be penalized for not overworking. In addition, the study examined whether race moderated the relationship between level of work and employee characterizations (strength, competence, laziness). This study built on previous prescriptive stereotype research that found that men, but not women, benefitted from performing organizational citizenship behaviors at work, and that women, but not men, face negative consequences when they withhold those behaviors (Allen & Rush, 2001; Heilman & Chen, 2005). This study collected responses from 235 MTurk workers to better understand how expectations of strength at work influence the career outcomes and perceptions of Black women. Results indicated that neither Black nor White women received a boost in outcomes when engaging in overwork; however, Black women, but not White women, were penalized for declining to engage in overwork. Black women received lower performance ratings, had a lower likelihood of promotion, and received lower monetary rewards when they did not overwork, while there was no difference for White women. Furthermore, Black women were perceived as less competent and lazier when they were not overworking. These findings imply a unique type of double bind for Black women, who may face burnout before reaping the benefits of overworking, and yet are also penalized if they set boundaries around how much they work.