If retained, exempt mgmt (level 6) are required to work more than 40 hrs, why is HR saying they will only pay OT to those being deployed?
The DOL says they do not have to pay exempt employees any OT but the fact they have made this decision looks like they've created an inequity - but, not their area. Is this a potential class action? If I'm forced to work 72 hrs/wk, I expect to be compensated like others - no matter what my assignment.
Advice?
I would much rather be deployed as I was originally scheduled back in August and as I was in 2011. I'd much rather have that as an option than now being unable to travel due to an immediate family member that has since become terminally ill. I'm sure none of you would want to trade for that situation - for those that made the comment(s) about finding an excuse to shirk our EWA. Some do have very extenuating circumstances.
And I have no problem supporting my team that is being deployed. The point was... if folks in my situation are FORCED to work 72 hours a week, we should be compensated. I would never expect to be paid OT for a regular work week but I've seen what happens to those retained and they get all the bullshit thrown at them for things that they know nothing about - we are not just doing our regular jobs either. From what I've seen in the past, it's far more stressful to be retained than deployed from a duties perspective.
But, as usual, there are many opinionated folks on this site that would rather be an assthan provide constructive feedback. Thank you for those that did provide useful feedback.
you stay home with your life while others stay in the hotel without life.
What kind of fairness are you looking for?
You want to get paid like the folks who have EWA assignment in the hotel without life?
You can always volunteer to go so that you can get paid like others who have EWA assignments. There will be a bunch of folks who wouldn't mind staying home.
As per DOL, Exempt employees are not entitled to OT, unless the hours of OT worked is the result of performing a subordinates job function.
So basically if you will be performing your current duties or are managing an EWA work force, OT pay is not required under DOL law, but for those performing an associates tasks during their EWA, it is.
EWA = Company Paid Working Vacation
People not going on EWAs are in positions that are important.
May or maynot be the best.
Trust me its not worth it to go on an EWA.
mha,
folks who are not going to EWA are not the best of the best. Some may be...and considered essential, but most of them just found excuses to be exempted. Some excuses are agreeable and some are just politics the person played well.
it should be something you should consult with HR directly or at least ask on crowd around rather than some internet bulletin here unless you just wanted to complain.
At least it appears you are not assigned to EWA. I personally don't think you should complain at all.
Are you for real you want to complain to cover your co-workers who will be leaving their families?
People not going out on EWA have been declared the best of the best of the best .... which means they know you're happy to do whatever to insure Lowell gets his 9-digit bonuses and 10-digit compensation packages. If you are feeling any discomfort, visit your proctologist .... as soon as the strike is over. Till then, get back to work.
Very true. I haven't met anyone excited to go on strike....except for the money aspect.
You might be very surprised to learn how many management people agree with union workers standing up for their rights. Many of us don't agree with the little guys (us included) shouldering the decreased benefits when the top should take a cut. And, this is a $B company. We should be able to do more for employees than cut pensions and increase copays.
If we refuse EWA, we could be terminated- not RIF; big difference. And, yes, there will probably be another massive layoff to pay for all of this.
We're just trying to make the best of what we've got to work with.
what I know is that the company is paying OT for the special assignment which should be different than your usual work. The company does not have to pay OT to the salaried person. It's a general rule to any salaried person and it's up to the company to decide.
If you are non-exempt, you still get paid OT no matter.
However, I think the company decided to pay OT to everyone after 2 weeks or some last time.
Hey iew instead of making stupid a--hole scab comments maybe you should understand people are forced into ewas, nobody is doing it cause they want to.
Welcome to Verizon's world.
You'll be gone in a few weeks after the strike anyway!
Don't worry about it SCAB!