Is this the strictest in office Policy in DMV?

[Anonymous]

Anonymous wrote:

Anonymous wrote:My CEO hates WFH with a passion.

His policy is now.

100 percent in office.
No Flex Time to hours worked.
No laptops
No email on phone.
Swipe out at lunch and back in if leave building
Runs weekly reports on time in office he reviews and will write you up

Doctors appointments or stuff need to take off.

He then to my shock decided code 99 percent of employees as hourly with a 40 hour work week. Work 7 hours 45 minutes you get docked 15 minutes pay.

So you don't take any work home, and you get overtime if you work 40 hours 15 minutes? That sounds amazing.

Where do you work? Are they hiring?

Overtime is forbidden. With new policy I already had to have a few meetings. The “make up time people” . They want you in office the same time each day. It is forbidden to work from home or even have email on phone.

To be honest I get so much more work done. Whole company in office every day at exact same hours. But annoying to me personally

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mine has been just as strict since fall 2021.

100% in person
Set hours, no flexibility to leave early/stay late
If you’re more than 5 minutes late you get docked leave (can only take in one hour increments)
One coworker took her lunch at a different time than assigned and got docked an hour of leave
All leave requests must have doctors note
No overtime

So in the situation where the coworker was docked an hour of leave for lunch, but she still worked her 8 hours, how was that treated if there’s no overtime? She worked an hour she just didn’t get paid for? That’s not how this works under the law.

She worked during her regular 30 minutes of lunch. For the other 30 minutes she ate lunch. She was charged an hour of leave because it’s the minimum amount of time we can take leave in. The work she did during the 30 minutes of lunch is irrelevant to the boss because it wasn’t the assigned work at that time.

Yeah so if you have hourly employees then there are lunch break rules and how many are mandated and people cant work through lunch.

[Anonymous]

Anonymous wrote:

Anonymous wrote:My CEO hates WFH with a passion.

His policy is now.

100 percent in office.
No Flex Time to hours worked.
No laptops
No email on phone.
Swipe out at lunch and back in if leave building
Runs weekly reports on time in office he reviews and will write you up

Doctors appointments or stuff need to take off.

He then to my shock decided code 99 percent of employees as hourly with a 40 hour work week. Work 7 hours 45 minutes you get docked 15 minutes pay.

He doesn’t want you doing J2, J3, J4….. on his dime.

I know. they are very strict. I have to use a hot spot to do other stuff. He does not allow work computers to be used personal stuff. I got a hot spot and VPN. I don’t use their WiFi. I can only do so much on iPhone. He has whole buildings on camera plus parking lots and lobbies and had security watching.

He is paying well. First place ever I had a 12 percent match!! Plus fancy holiday party, good medical, dental with low rates. But they want you at work.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mine has been just as strict since fall 2021.

100% in person
Set hours, no flexibility to leave early/stay late
If you’re more than 5 minutes late you get docked leave (can only take in one hour increments)
One coworker took her lunch at a different time than assigned and got docked an hour of leave
All leave requests must have doctors note
No overtime

So in the situation where the coworker was docked an hour of leave for lunch, but she still worked her 8 hours, how was that treated if there’s no overtime? She worked an hour she just didn’t get paid for? That’s not how this works under the law.

She worked during her regular 30 minutes of lunch. For the other 30 minutes she ate lunch. She was charged an hour of leave because it’s the minimum amount of time we can take leave in. The work she did during the 30 minutes of lunch is irrelevant to the boss because it wasn’t the assigned work at that time.

Yeah so if you have hourly employees then there are lunch break rules and how many are mandated and people cant work through lunch.

Yep we even have accounting department on the clock. They go to “break room” they got to punch out and back in at lunch required. Four punches a day

[Anonymous]

Every job I have ever had was like this prior to the pandemic. How are you even claiming to work on issues of national importance when you're not required to have a security clearance?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My CEO hates WFH with a passion.

His policy is now.

100 percent in office.
No Flex Time to hours worked.
No laptops
No email on phone.
Swipe out at lunch and back in if leave building
Runs weekly reports on time in office he reviews and will write you up

Doctors appointments or stuff need to take off.

He then to my shock decided code 99 percent of employees as hourly with a 40 hour work week. Work 7 hours 45 minutes you get docked 15 minutes pay.

So you don't take any work home, and you get overtime if you work 40 hours 15 minutes? That sounds amazing.

Where do you work? Are they hiring?

Overtime is forbidden. With new policy I already had to have a few meetings. The “make up time people” . They want you in office the same time each day. It is forbidden to work from home or even have email on phone.

To be honest I get so much more work done. Whole company in office every day at exact same hours. But annoying to me personally

I’m not a lawyer but how is OT forbidden? If I’m at this job (ie, classed as hourly) and I work over 40 hours, I need to be getting paid for it. And are all the people who are classified as hourly actually able to be classified as such?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My CEO hates WFH with a passion.

His policy is now.

100 percent in office.
No Flex Time to hours worked.
No laptops
No email on phone.
Swipe out at lunch and back in if leave building
Runs weekly reports on time in office he reviews and will write you up

Doctors appointments or stuff need to take off.

He then to my shock decided code 99 percent of employees as hourly with a 40 hour work week. Work 7 hours 45 minutes you get docked 15 minutes pay.

So you don't take any work home, and you get overtime if you work 40 hours 15 minutes? That sounds amazing.

Where do you work? Are they hiring?

Overtime is forbidden. With new policy I already had to have a few meetings. The “make up time people” . They want you in office the same time each day. It is forbidden to work from home or even have email on phone.

To be honest I get so much more work done. Whole company in office every day at exact same hours. But annoying to me personally

I’m not a lawyer but how is OT forbidden? If I’m at this job (ie, classed as hourly) and I work over 40 hours, I need to be getting paid for it. And are all the people who are classified as hourly actually able to be classified as such?

If you’re notified in advance that no overtime is approved and you work overtime anyway, you did that on your own time. You’re supposed to stop working at the end of the business day. However, an employer can’t require an hourly worker to work unpaid OT.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mine has been just as strict since fall 2021.

100% in person
Set hours, no flexibility to leave early/stay late
If you’re more than 5 minutes late you get docked leave (can only take in one hour increments)
One coworker took her lunch at a different time than assigned and got docked an hour of leave
All leave requests must have doctors note
No overtime

So in the situation where the coworker was docked an hour of leave for lunch, but she still worked her 8 hours, how was that treated if there’s no overtime? She worked an hour she just didn’t get paid for? That’s not how this works under the law.

She worked during her regular 30 minutes of lunch. For the other 30 minutes she ate lunch. She was charged an hour of leave because it’s the minimum amount of time we can take leave in. The work she did during the 30 minutes of lunch is irrelevant to the boss because it wasn’t the assigned work at that time.

She should have taken an hour for lunch in that case. And no one should ever be 10 minutes late to work. If you can’t get there on time, you come in an hour late. If you have to leave 15 minutes early for a personal appointment to make it on time, make sure you leave an hour early, to reflect the personal time you’re using.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mine has been just as strict since fall 2021.

100% in person
Set hours, no flexibility to leave early/stay late
If you’re more than 5 minutes late you get docked leave (can only take in one hour increments)
One coworker took her lunch at a different time than assigned and got docked an hour of leave
All leave requests must have doctors note
No overtime

So in the situation where the coworker was docked an hour of leave for lunch, but she still worked her 8 hours, how was that treated if there’s no overtime? She worked an hour she just didn’t get paid for? That’s not how this works under the law.

She worked during her regular 30 minutes of lunch. For the other 30 minutes she ate lunch. She was charged an hour of leave because it’s the minimum amount of time we can take leave in. The work she did during the 30 minutes of lunch is irrelevant to the boss because it wasn’t the assigned work at that time.

Yeah so if you have hourly employees then there are lunch break rules and how many are mandated and people cant work through lunch.

We are not hourly employees and our schedules are set for us. We are not allowed to deviate from them without permission.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Mine has been just as strict since fall 2021.

100% in person
Set hours, no flexibility to leave early/stay late
If you’re more than 5 minutes late you get docked leave (can only take in one hour increments)
One coworker took her lunch at a different time than assigned and got docked an hour of leave
All leave requests must have doctors note
No overtime

So in the situation where the coworker was docked an hour of leave for lunch, but she still worked her 8 hours, how was that treated if there’s no overtime? She worked an hour she just didn’t get paid for? That’s not how this works under the law.

She worked during her regular 30 minutes of lunch. For the other 30 minutes she ate lunch. She was charged an hour of leave because it’s the minimum amount of time we can take leave in. The work she did during the 30 minutes of lunch is irrelevant to the boss because it wasn’t the assigned work at that time.

She should have taken an hour for lunch in that case. And no one should ever be 10 minutes late to work. If you can’t get there on time, you come in an hour late. If you have to leave 15 minutes early for a personal appointment to make it on time, make sure you leave an hour early, to reflect the personal time you’re using.

I always set my appointments or leave so that I use the full hour. However coming in late is also disciplinary action so if we come in an hour late it looks worse than 10 minutes late. Screwed either way.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My CEO hates WFH with a passion.

His policy is now.

100 percent in office.
No Flex Time to hours worked.
No laptops
No email on phone.
Swipe out at lunch and back in if leave building
Runs weekly reports on time in office he reviews and will write you up

Doctors appointments or stuff need to take off.

He then to my shock decided code 99 percent of employees as hourly with a 40 hour work week. Work 7 hours 45 minutes you get docked 15 minutes pay.

He doesn’t want you doing J2, J3, J4….. on his dime.

I know. they are very strict. I have to use a hot spot to do other stuff. He does not allow work computers to be used personal stuff. I got a hot spot and VPN. I don’t use their WiFi. I can only do so much on iPhone. He has whole buildings on camera plus parking lots and lobbies and had security watching.

He is paying well. First place ever I had a 12 percent match!! Plus fancy holiday party, good medical, dental with low rates. But they want you at work.

My company is generally pretty flexible, but we are also not allowed to do anything personal on our computers. All external email sites, Facebook LinkedIn etc. are blocked and you can’t download any non-approved app. This is pretty standard. I’ve had previous employers limit access too. As a side note, you really shouldn’t be doing anything personal on your work computer even if it is feasible, there are so many ways that can go wrong.

[Anonymous]

What kind of businesses are these? What does your company do, OP?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My CEO hates WFH with a passion.

His policy is now.

100 percent in office.
No Flex Time to hours worked.
No laptops
No email on phone.
Swipe out at lunch and back in if leave building
Runs weekly reports on time in office he reviews and will write you up

Doctors appointments or stuff need to take off.

He then to my shock decided code 99 percent of employees as hourly with a 40 hour work week. Work 7 hours 45 minutes you get docked 15 minutes pay.

So you don't take any work home, and you get overtime if you work 40 hours 15 minutes? That sounds amazing.

Where do you work? Are they hiring?

Overtime is forbidden. With new policy I already had to have a few meetings. The “make up time people” . They want you in office the same time each day. It is forbidden to work from home or even have email on phone.

To be honest I get so much more work done. Whole company in office every day at exact same hours. But annoying to me personally

I’m not a lawyer but how is OT forbidden? If I’m at this job (ie, classed as hourly) and I work over 40 hours, I need to be getting paid for it. And are all the people who are classified as hourly actually able to be classified as such?

If you’re notified in advance that no overtime is approved and you work overtime anyway, you did that on your own time. You’re supposed to stop working at the end of the business day. However, an employer can’t require an hourly worker to work unpaid OT.

No, company still has to pay you but you can be disciplined/fired for it.
I wonder if the company got in legal trouble for unpaid overtime so it dropping the hammer to protect itself.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My CEO hates WFH with a passion.

His policy is now.

100 percent in office.
No Flex Time to hours worked.
No laptops
No email on phone.
Swipe out at lunch and back in if leave building
Runs weekly reports on time in office he reviews and will write you up

Doctors appointments or stuff need to take off.

He then to my shock decided code 99 percent of employees as hourly with a 40 hour work week. Work 7 hours 45 minutes you get docked 15 minutes pay.

He doesn’t want you doing J2, J3, J4….. on his dime.

I know. they are very strict. I have to use a hot spot to do other stuff. He does not allow work computers to be used personal stuff. I got a hot spot and VPN. I don’t use their WiFi. I can only do so much on iPhone. He has whole buildings on camera plus parking lots and lobbies and had security watching.

He is paying well. First place ever I had a 12 percent match!! Plus fancy holiday party, good medical, dental with low rates. But they want you at work.

My company is generally pretty flexible, but we are also not allowed to do anything personal on our computers. All external email sites, Facebook LinkedIn etc. are blocked and you can’t download any non-approved app. This is pretty standard. I’ve had previous employers limit access too. As a side note, you really shouldn’t be doing anything personal on your work computer even if it is feasible, there are so many ways that can go wrong.

So you've never checked the school lunch menu or calendar at work? Checked on the status of or made a quick amazon order? Taken a break to browse the news? I agree re: facebook but kinda insane to not even allow de minimis personal use.

[Anonymous]

Anonymous wrote:My CEO hates WFH with a passion.

His policy is now.

100 percent in office.
No Flex Time to hours worked.
No laptops
No email on phone.
Swipe out at lunch and back in if leave building
Runs weekly reports on time in office he reviews and will write you up

Doctors appointments or stuff need to take off.

He then to my shock decided code 99 percent of employees as hourly with a 40 hour work week. Work 7 hours 45 minutes you get docked 15 minutes pay.

Yikes. Thsi sounds like a toxic work environment, OP. I'd be looking.

If I couldn't flex I'd have to quit my job. Hope rigid leaders like this are ready to lose talent solely because those employees have a child in daycare or school