Task-related working time and overtime work

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The task-based working time system is based on the determination of working time by indicating by the immediate supervisor the tasks to be performed by the employee. Employers who give their employees a lot of freedom to perform their work should consider applying such a system in these cases. The answer to the question of what benefits on the part of the employer and the employee results from this form of settlement and whether task-based working time is for everyone, can be found in the article below.

Task-related working time - definition

Task-related working time applies when, due to the type of work, its organization or the place where it is performed, the working time of employees cannot be measured in hours, but is determined by the dimension of the tasks to be performed by the employee. The dimension of the tasks entrusted to employees is determined, for example, by defining the scope of duties that result from the agreed work or the function performed by the employee. It is important for the employee to be able to perform the indicated task on his own and to organize himself the mode of performing his duties.

Tasks should be set in such a way that the employee, with due diligence and diligence, can perform them during the working time applicable to him. In the task-based working time system, he will decide himself at what hours he will work.

The employer is obliged to keep records of the working time of people employed in the task-based working time system, however, this system does not record working hours, but only days and absences from work.

The task-based working time system is introduced in the same way as any working time system, i.e. in the work regulations, collective labor agreement or in a notice.

Important!

If there are no work regulations in the plant, the task-related working time may be entered in the announcement.

Who can work in the task-based working time system

Task-based working time may prove to be a beneficial solution, especially for some professional groups. Employees whose work consists in completing a certain task and obtaining a specific result may work irregularly or even inconsistently. Such activities include writing an article, creating a program or cleaning the room.

However, not all work can be performed in a task-based working time system. It is up to the employer to determine whether the introduction of performance time is justified. The task-based working time system may be used only to a certain extent, i.e. when the type of work and its organization make it impossible or significantly difficult for the employer to control the employee during the work. The employer - after consultation with the employee - determines the time necessary to perform the entrusted tasks, taking into account the time required by the standards.

The mere definition of working time by the parties as task-related time is not the basis for the application of the discussed system, if it is not justified by the type of work and its organization.

Task working time may be used when:

  • it is impossible to predict when it will be necessary to perform work,

  • it is much difficult to precisely determine the moment of starting and finishing work,

  • it is impossible to control the time devoted to work,

  • it is impossible to control and record the employee's working time, due to the fact that it is performed outside the workplace,

  • what matters is the effect of work, not the time spent on the task.

This working time system traditionally applies to such groups of employees as, for example, journalists, programmers, sales representatives. On the other hand, task-oriented working time cannot be introduced when the employee remains in the workplace under the direct supervision of the superior. Task-based working time cannot be used for such people.

The use of task working time, apart from the cases indicated above, is a violation of the provisions on working time and is an offense against the employee's rights.

Overtime work in the task-based working time system

Work in the task-based system should be established in such a way that the employee can perform it without exceeding the norms of working time. Correct assignment of work and tasks also minimizes the risk of the employee performing overtime duties and the need to pay additional remuneration on this account. The employer should entrust the employee with tasks that can be performed within the time resulting from generally accepted working time standards, i.e. 8 hours a day, 40 hours a week in an average five-day working week.

On the other hand, establishing tasks that cannot be performed during normal working hours is tantamount to ordering overtime work. In a situation where overtime work resulted from assigning employees tasks impossible to perform during normal working hours, the employee has the right to compensation for overtime work in the task system.

It should also be emphasized that the task-based working time system cannot be used to conceal the fact of frequent exceeding the norms of working time by an employee.