An employer proposing the alternative workweek schedule must make a written disclosure to the affected employees before the secret ballot vote, including disclosure of the effects of the proposed arrangement on the employee's wages, hours, and benefits.
Under a duty adopted alternative workweek schedule, the employer must pay overtime at one-and-a-half times the regular rate after 10 hours per day in a 40-hour workweek, and at double the regular rate after 12 hours per day. If the alternative workweek schedule is adopted, as noted above, it may require employees to work more than 10 hours per day and more than 40 hours per week (provided overtime is paid for each hour after the tenth hour). The purpose of Lab. Code sec. 511 is not to limit the overall number of hours in an alternative workweek shift, but rather limit the alternative schedules to not more than 10 hours per day without triggering daily overtime. Mitchell v Yoplait (2004).