Comments on: Exempt From Getting Paid http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html Surviving and Thriving (At Work and At Home) Sat, 06 Sep 2008 02:36:09 +0000 http://wordpress.org/?v=2.3.3 By: Eric http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html#comment-45861 Eric Mon, 28 Apr 2008 17:17:35 +0000 http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html#comment-45861 I think the advice by my readers is dead on. I really didn't address "working the situation out," mostly because I have a hard time with the fact that management would put the reader in this situation in the first place. My response is a bit intolerant and not complete. Thank you for your comments and hope my reader has tried some of your recommendations. It is hard to find green grass. :-) I think the advice by my readers is dead on. I really didn’t address “working the situation out,” mostly because I have a hard time with the fact that management would put the reader in this situation in the first place. My response is a bit intolerant and not complete.

Thank you for your comments and hope my reader has tried some of your recommendations.

It is hard to find green grass. :-)

]]> By: Anonymous Jr. http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html#comment-45030 Anonymous Jr. Fri, 25 Apr 2008 11:55:03 +0000 http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html#comment-45030 I think in this situation, the employee should go to the immediate supervisor and open a dialog about the situation. Determine what is an acceptable reason to be called during off hours and present those to the supervisor. At this point, the employee and supervisor should be able to work through the issues and come to an acceptable conclusion. Remember to be assertive, but respectful. This may be a fundamental problem with the business that the supervisor cannot resolve which means the employee either has to follow it up the chain or look at an alternative solution. I would only look for an escape route if the situation cannot be resolved. There are many things to consider when changing to a new job. Pay, benefits, location and job security. The grass is not always greener on the other side, but it may be less brown. I think in this situation, the employee should go to the immediate supervisor and open a dialog about the situation. Determine what is an acceptable reason to be called during off hours and present those to the supervisor. At this point, the employee and supervisor should be able to work through the issues and come to an acceptable conclusion. Remember to be assertive, but respectful. This may be a fundamental problem with the business that the supervisor cannot resolve which means the employee either has to follow it up the chain or look at an alternative solution.

I would only look for an escape route if the situation cannot be resolved. There are many things to consider when changing to a new job. Pay, benefits, location and job security. The grass is not always greener on the other side, but it may be less brown.

]]> By: Anonymous http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html#comment-45029 Anonymous Fri, 25 Apr 2008 11:47:41 +0000 http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html#comment-45029 I tell the employee to involve the immediate supervisor in coming to a more agreeable solution. The employee in this case needs to stand up and be assertive, but respectful, to the fact that after working all day, the evenings and weekends are off limits except in critical situations. The employee should be ready to provide a list of situations to management which the employee and the employee's family feel are acceptable to be called during non-work hours. Lastly, should management feel this is unacceptable, then as a last resort the employee should determine if a move to another company would be an acceptable solution. The grass is not always greener on the other side, but it isn't always brown either. I tell the employee to involve the immediate supervisor in coming to a more agreeable solution. The employee in this case needs to stand up and be assertive, but respectful, to the fact that after working all day, the evenings and weekends are off limits except in critical situations. The employee should be ready to provide a list of situations to management which the employee and the employee’s family feel are acceptable to be called during non-work hours.

Lastly, should management feel this is unacceptable, then as a last resort the employee should determine if a move to another company would be an acceptable solution.

The grass is not always greener on the other side, but it isn’t always brown either.

]]> By: Anonymous http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html#comment-44700 Anonymous Thu, 24 Apr 2008 12:01:43 +0000 http://beatyourowndrum.com/career/2008/04/exempt-from-getting-paid.html#comment-44700 “Lastly, you need to hear the not so subtle message your employer is giving you. They do not value your work/life balance. I would seriously consider looking for a company that values you as an employee as well as a person.” This is interesting advice. You are obviously cutting to the chase by asking the reader to “look for an escape route”. The implication being that there is no alternative; the employee has no possibility of exposing the problem to the employer and rectifying the issue. e.g. “The employer either realizes that the support chain is flawed, is under staffed or might not be necessary at all; resulting in a change of policy.” This advice might be an oversight, or worse, the advisor might be under the impression that it is either impossible to affect change, or “not worth exerting the effort required” to do so. In situations like this, I have often overheard managers stating things like; “It comes with the territory”, or “It’s an industry standard practice”. Well, if that is the case, it wouldn’t do the employee any good to “look for a company that values me as an employee as well as a person.”... because they don’t exist. So, the only “real” thing that the employee can do is “stand up and make a difference.” Is the employee’s manager insulated from this situation (hey, I’m just doing what they’re telling me to tell you), or should they take an active role and take up the fight? “Lastly, you need to hear the not so subtle message your employer is giving you. They do not value your work/life balance. I would seriously consider looking for a company that values you as an employee as well as a person.”

This is interesting advice. You are obviously cutting to the chase by asking the reader to “look for an escape route”.

The implication being that there is no alternative; the employee has no possibility of exposing the problem to the employer and rectifying the issue. e.g. “The employer either realizes that the support chain is flawed, is under staffed or might not be necessary at all; resulting in a change of policy.”

This advice might be an oversight, or worse, the advisor might be under the impression that it is either impossible to affect change, or “not worth exerting the effort required” to do so.

In situations like this, I have often overheard managers stating things like; “It comes with the territory”, or “It’s an industry standard practice”.

Well, if that is the case, it wouldn’t do the employee any good to “look for a company that values me as an employee as well as a person.”… because they don’t exist. So, the only “real” thing that the employee can do is “stand up and make a difference.”

Is the employee’s manager insulated from this situation (hey, I’m just doing what they’re telling me to tell you), or should they take an active role and take up the fight?

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