Work Organisation Plan (WOP). Except in case of force majeure, any hours worked beyond the limits laid down in the work organisation plan(s) for the day, the week or the entire reference period shall be considered as overtime in so far as those hours were worked at the request of the employer or its representative, and in accordance with the internal rules of the companies. By way of derogation, the work performed - in compliance with the maximum working time (10 hours per day and 48 hours per week) - beyond the limits set by the work organisation plan (WOP), for the day, the week or the whole organisation plan, is not considered as overtime, if during the application of the work organisation plan (WOP) it has to be modified at the request of the employer and if this change is communicated to the employees concerned with at least 3 days’ prior notice. If the change occurs at the initiative of the employer less than 3 days before the event and if this change does not result in an increase in the originally planned hours of work but a simple change of schedule, the hours of work exceeding the initial working hours by more than 2 hours shall be compensated at the rate of
Work Organisation Plan (WOP). The first 2 hours categorised as overtime in case of non-compliance by the employer with the 3-day notice period for announcing a change in working hours as part of a work organisation plan (WOP) are compensated by a rest period of one hour (i.e. 1 hour per hour worked), or in cash at the normal rate (remunerated at 100%). The hours categorised as overtime in the event of non-compliance by the employer with the 3-day notice period for announcing a change in working hours as part of a work organisation plan (WOP) deviating by more than 2 hours from the initial schedule are compensated by a rest period of one hour (i.e. 1.2 hours per hour worked), or in cash at the rate of one hour plus 20% (remunerated at 120%). The time of compensation is fixed in principle in accordance with the employee’s wishes unless the needs of the employer or the justified wishes of other employees run counter to this. The provisions of Article L. 211-7 (2) of the Luxembourg Labour Code must of course be observed, in particular: “Save legal exceptions, working hours may not exceed ten hours per day or forty-eight hours per week.“
Work Organisation Plan (WOP). The first 2 hours categorised as overtime in case of non-compliance by the employer with the 3-day notice period for announcing a change in working hours as part of a work organisation plan (WOP) are compensated by a rest period of one hour (i.e. 1 hour per hour worked), or in cash at the normal rate (remunerated at 100%). The hours categorised as overtime in the event of non-compliance by the employer with the 3-day notice period for announcing a change in working hours as part of a work organisation plan (WOP) deviating by more than 2 hours from the initial schedule are compensated by a rest period of one hour (i.e. 1.2 hours per hour worked), or in cash at the rate of one hour plus 20% (remunerated at 120%). The time of compensation is fixed in principle in accordance with the employee’s wishes unless the needs of the employer or the justified wishes of other employees run counter to this. The provisions of Article L. 211-12 of the Luxembourg Labour Code must of course be observed, in particular: “Save legal exceptions, working hours may not exceed ten hours per day or forty-eight hours per week.” IV TRANSPOSITION AT THE LEVEL OF THE COMPANY The terms and conditions for implementing Articles 6 and 6a must be determined at the level of the company in agreement with the staff delegation. The same applies to measures for monitoring and analysing proper implementation of the flexible working hours system. To that end, insurance companies shall implement systems for inputting working hours, taking account the aforesaid stipulations.
