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Message
2
Posted on 11/15/16 at 7:48 pm to MrLarson
quote:
It is going to do what it was intended to do. Stop tax free raises which benefit employer and employee.
Explain please.
Posted on 11/15/16 at 7:54 pm to SLafourche07
quote:
Explain please.
Nope
Posted on 11/15/16 at 7:58 pm to 13yearvet
My work is trying to start secretly moving me to hourly before my busy season starts. However, it's super obvious. The way my field works, it's a way to screw me over out of what they promised me. I've already fired up the resume.
Posted on 11/15/16 at 8:24 pm to 13yearvet
I am well over the minimum as a salaried employee yet I'm being moved to hourly. More annoyed about losing my flexibility and having to punch a clock. Shouldn't lose any money though.
Posted on 11/15/16 at 8:28 pm to LSU316
quote:
My dumbass company gave two salaried employees raises that didn't deserve it. One went from 42k to 47k per year outside of merit cycle..... BS.
That's a decent raise, especially if it's undeserved..they'd make more than $47k with OT? What type of work do they do
Posted on 11/15/16 at 8:32 pm to Indfanfromcol
quote:
My work is trying to start secretly moving me to hourly before my busy season starts. However, it's super obvious. The way my field works, it's a way to screw me over out of what they promised me. I've already fired up the resume
Aren't you glad the government stepped in to place a blanket protocol over the citizens without regard to consequences or a case by case analysis despite the massive differences between states and areas of employment because they think they know better than you how your company should be run?
This post was edited on 11/15/16 at 8:34 pm
Posted on 11/15/16 at 8:34 pm to MrLarson
quote:
Stop tax free raises which benefit employer and employee.
Are you going to explain exactly what you think this is or do the typical liberal thing and drop a half truth nonsense phrase talking point and never come back?
Posted on 11/15/16 at 8:38 pm to 13yearvet
I'm going to time clocks. Huge PITA. It will be online time clocks so they won't be able to clock in until they get in the office, get to their desk, and log in. It'll save some time. Petty, I know, but if the DOL is forcing me to do this I don't want to be paying OT for people to fix breakfast/coffee and do their chit chatting.
Payroll will now be a pain in the arse.
People are going to forget to clock in/out all the time.
My sales people work extra when they need to close sales or catch up on goals. Thankfully their salaries are low so OT won't hit me too hard.
Payroll will now be a pain in the arse.
People are going to forget to clock in/out all the time.
My sales people work extra when they need to close sales or catch up on goals. Thankfully their salaries are low so OT won't hit me too hard.
Posted on 11/15/16 at 8:42 pm to Slickback
I also wonder about the morale and psychological effect of time clocks. For a professional position, punching a time clock seems somewhat demeaning. Being a salaried employee always had more prestige.
Posted on 11/15/16 at 8:53 pm to 13yearvet
quote:
That's a decent raise, especially if it's undeserved..they'd make more than $47k with OT? What type of work do they do
HR..... Which is probably why they wouldn't go through the methods of tracking the salaried emps hours and overtime rather than just give the raise.
Posted on 11/15/16 at 9:27 pm to 13yearvet
I work in the field for a small oilfield service company.
Right now I am still on a salary and day rate system. Which IMO is perfect due to the nature of our work. Every time I am called out to a rig I am single man, required to be on location 24/7.
I would say on average I put in 14-18hrs a day, catching sleep or naps when I can. However, with the new change my employer wants me to clock out when I lay down for a nap on the couch (never given proper sleeping accommodations usually a couch in a common area or a recliner for 5-7days at a time) because in his eyes I am not "providing a service." Even though I am required to stay on location and am usually woken up to answer questions and provide support.
Basically he doesn't want to have to pay 24hrs a day to have me out there, but requires me to stay when I am clocked out.
Besides looking for a new job, which I am already in the process of. Anyone have any insight into the FLSA and if he can legally do that?
I have already pressed him on the legality of requiring me as a single operator to stay on location while clocked out. He either gives me the run around, or just starts to get defensive and claim that I am being unreasonable when I ask questions regarding hours I am supposed to charge.
Right now I am still on a salary and day rate system. Which IMO is perfect due to the nature of our work. Every time I am called out to a rig I am single man, required to be on location 24/7.
I would say on average I put in 14-18hrs a day, catching sleep or naps when I can. However, with the new change my employer wants me to clock out when I lay down for a nap on the couch (never given proper sleeping accommodations usually a couch in a common area or a recliner for 5-7days at a time) because in his eyes I am not "providing a service." Even though I am required to stay on location and am usually woken up to answer questions and provide support.
Basically he doesn't want to have to pay 24hrs a day to have me out there, but requires me to stay when I am clocked out.
Besides looking for a new job, which I am already in the process of. Anyone have any insight into the FLSA and if he can legally do that?
I have already pressed him on the legality of requiring me as a single operator to stay on location while clocked out. He either gives me the run around, or just starts to get defensive and claim that I am being unreasonable when I ask questions regarding hours I am supposed to charge.
Posted on 11/15/16 at 9:59 pm to ATXTiger64
Document every hour and requirement. He will owe you the overtime if you can't leave the premises.
Posted on 11/15/16 at 10:15 pm to Slickback
quote:
also wonder about the morale and psychological effect of time clocks. For a professional position, punching a time clock seems somewhat demeaning.
It will certainly hurt employee loyalty.
This is nothing more than government meddling and an ignorant abuse of power
Posted on 11/15/16 at 11:13 pm to Bullfrog
Yep, doing that as well...Im probably just going to end up hopefully finding a new job.
Dont get me wrong I want to be paid for the time I deserve...but I really don't feel like getting into a lawsuit if I can help it. I don't know if any firm would take on a suit like that when we only have 2 dedicated field employees.
Do you think I would really stand to gain anything? Or would it end up costing me more in the end ya know?
Dont get me wrong I want to be paid for the time I deserve...but I really don't feel like getting into a lawsuit if I can help it. I don't know if any firm would take on a suit like that when we only have 2 dedicated field employees.
Do you think I would really stand to gain anything? Or would it end up costing me more in the end ya know?
Posted on 11/15/16 at 11:15 pm to Breesus
Well if I can find any bright side, it's that this is finally giving me the motivation to look for another job. I could literally go work for a third party auditing service and make more money and work less than I do now. I'm hoping to advance my career with a better position, but I'll take a lateral move at this point to. Well shite, same exact job with more money and less hours might not be so lateral 
Posted on 11/15/16 at 11:21 pm to ATXTiger64
No attorney is necessary. You can file claim with the wage-hour division of the Dept. of Labor. As other poster noted, document everything.
Illustration: 15 minute break - employer can say don't leave premises. One hour lunch -- employer can not say don't leave premises (unless it is paid lunch)
Illustration: 15 minute break - employer can say don't leave premises. One hour lunch -- employer can not say don't leave premises (unless it is paid lunch)
Posted on 11/15/16 at 11:32 pm to Breesus
Liberal,
No I'm not going to explain shite about how to avoid taxes. I follow the tax code to the fullest.
Dumbass
No I'm not going to explain shite about how to avoid taxes. I follow the tax code to the fullest.
Dumbass
Posted on 11/15/16 at 11:47 pm to matthew25
Got ya. Thanks for the info. I've never been in a situation with work where I felt the need to take action...this is all new to me haha. I've always felt like I was treated fairly until now.
One thing I did realize I left out is that they claim that we will be guaranteed our 40hrs a week. For example when we are at home on days ofd we get our 40hrs just like when we were on salary on top of the hours worked when we are in the field. However I don't know how they can claim that if I work more than 16hrs that day...since there are only 24hrs in a day.
If your have delt with a similar situation and have any insight let me know because the way I see it I'm going to be getting screwed out of overtime. Also since they claim I'm getting my "salary" hours does that change the fact that they can tell me stay onear location without paying me possible OT?
I've been to the FLSA website and looked at their different situations like "engaged to wait" etc. But there is a lot of gray area...so any input would be appreciated. The way I see it they should pay the 24...but I could be way off base in my interpretation of the law.
One thing I did realize I left out is that they claim that we will be guaranteed our 40hrs a week. For example when we are at home on days ofd we get our 40hrs just like when we were on salary on top of the hours worked when we are in the field. However I don't know how they can claim that if I work more than 16hrs that day...since there are only 24hrs in a day.
If your have delt with a similar situation and have any insight let me know because the way I see it I'm going to be getting screwed out of overtime. Also since they claim I'm getting my "salary" hours does that change the fact that they can tell me stay onear location without paying me possible OT?
I've been to the FLSA website and looked at their different situations like "engaged to wait" etc. But there is a lot of gray area...so any input would be appreciated. The way I see it they should pay the 24...but I could be way off base in my interpretation of the law.
Posted on 11/15/16 at 11:59 pm to 13yearvet
Luckily my employees aren't project based and thus this will not affect me.. I feel for all those that pay a salary (ageeed upon by both parties) for an amount of work completed. Pace of work I will end up costing employees their job, especially mid level grinders.. the end result being that the democrsts don't see the forest through the trees once again with middle class voters
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