Mandating work

In California, mandatory overtime is prohibited by regulation, and nurses have the right to refuse overtime free from any fear of retaliation.All of them need care, and they deserve expert care.Under FLSA overtime law (exclusive of child-labor provisions), total daily and weekly work hours are a matter of contractual agreement between employers and employees or employers and unions.In the absence of contractual agreements that restrict work hours (such as collective bargaining agreements), employers may effectively force employees to work any number of mandatory overtime hours within reason.Pennsylvania Act 102 covers health care providers (broadly defined) in Pennsylvania.It prohibits covered employers from mandating that covered employees work "overtime" except under certain limited circumstances.If you are protected by the Americans with Disabilities Act (ADA) or Rehabilitation Act, then your employer might be required to modify your mandatory overtime schedule to reasonably accommodate your disability.Without union representation (or a potential disability protection mentioned above) and outside of filing a lawsuit, negotiating one-on-one or through your attorney is likely to be the only "legal" way to convince your employer to reduce your mandatory overtime work hours.

Employers cannot penalize a nurse for refusing to work overtime.Nurses cannot be forced to work beyond their regularly scheduled shifts.Even in cases of emergency, nurses cannot work longer than 4 hours beyond their scheduled shift.After working overtime, hourly nurses in Maine must be given at least 10 consecutive hours off.Employers cannot require nurses to work longer than the regularly scheduled hours outlined in a predetermined schedule.

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