Overtime practices are coming under scrutiny due to external factors as well as employee and management concerns. Many employers are reviewing their policies and taking steps to mitigate the legal risks of overtime worked without appropriate compensation.

Most organizations have formal policies and practices to guide managers and inform employees about overtime provisions. Multiple policies are typically needed to deal with various groups, including unionized versus non-unionized employees.

Organizations tend to rely on employees' positions rather than their duties and responsibilities to determine their eligibility for overtime pay. This can leave employers vulnerable to legal challenges.

The Conference Board of Canada recently surveyed mid- to large-sized Canadian organizations concerning their overtime policies and practices, use of overtime within their organization, and future directions in their approach to overtime. Working 9 to 9: Overtime Practices in Canadian Organizations summarizes the responses from these 130 organizations.