Boss treating exempt employee like hourly employee

[Anonymous]

Anonymous wrote:

Anonymous wrote:As far as I understand they can make the policies that they want regarding exempt staff (my company makes us take PTO in 4 hour increments and it's so annoying). The bigger issue is your boss sounds kind of like a d*ck and I would look for another job between the boss and the dismally small PTO you get.

You mean you need to take a half a day PTO at a time right? This is super standard....

NP. I didn’t realize this was standard. That makes me feel better —although it does mean that I’m away longer than I need to be for an hour medical appointment.

[Anonymous]

Find another job asap. The boss sounds like a nightmare. Or he really just wants to push this person out. If she is a woman and treated differently from other employees without kids or who are male, she might want to see about a lawsuit.

[Anonymous]

You have put up with this bs for SEVEN years?! I would’ve noped out of there after his first temper tantrum about leaving early. Get out!

[Anonymous]

GET A DIFFERENT JOB AT A LARGER COMPANY OR THE GOVT WHERE YOU CAN REGULARLY TELEWORK.

[Anonymous]

Anonymous wrote:Find another job asap. The boss sounds like a nightmare. Or he really just wants to push this person out. If she is a woman and treated differently from other employees without kids or who are male, she might want to see about a lawsuit.

Not a woman, but this behavior by the boss pushes the female partner in the relationship to be responsible for more of the childcare when they would otherwise have a 50/50 split. Because of this, the female partner is being passed over in her job, as well.

[Anonymous]

If you are legitimately an exempt employee and not misclassified, this is annoying but not illegal.

[Anonymous]

Anonymous wrote:If you are legitimately an exempt employee and not misclassified, this is annoying but not illegal.

I have a feeling the worker is actually non-exempt, so I would understand if PTO were required, but then I think they should get overtime for the extra hours put in over 40. They routinely work through 30 minutes of lunch, and work after getting home most nights.

[Anonymous]

Is this you or someone else?

If it's you, this clearly isn't working for you, so it's time to start looking for another job

If it's someone else, I'd stay out it. You never know the details of someone's pay, etc.

[Anonymous]

Anonymous wrote:Is this you or someone else?

If it's you, this clearly isn't working for you, so it's time to start looking for another job

If it's someone else, I'd stay out it. You never know the details of someone's pay, etc.

It seems it is her husband and she is annoyed at the difficulty husband will have covering for her impending work travel. Why do people word posts like this though? Why not use words like I, my husband, my husband's boss. When you talk about some unnamed employee, people want to say MYOB.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Is this you or someone else?

If it's you, this clearly isn't working for you, so it's time to start looking for another job

If it's someone else, I'd stay out it. You never know the details of someone's pay, etc.

It seems it is her husband and she is annoyed at the difficulty husband will have covering for her impending work travel. Why do people word posts like this though? Why not use words like I, my husband, my husband's boss. When you talk about some unnamed employee, people want to say MYOB.

OP here: because I was trying to remove emotion from the post to avoid sounding whiney if I was talking about my job if I’m the employee, or my hushand’s job if I am the wife. It did come off as oddly phrased.

But my question was answered about being forced to use PTO. I believe the employee in this situation is actually non-exempt but it would be unwise to push the issue... until the employee has a new job and can contact the local DOL to whistleblow about this and so much more.

[Anonymous]

I work for a massive multinational corp and several years ago, they went through a huge reclassification process moving people from exempt to non-exempt/hourly because they were found to be misclassifying people across the board. This is not at all uncommon, misclassifying people as exempt when they don't meet the standards for exempt is probably one of the most common violations out there for labor law. However, as you've stated OP, pushing the issue is a very risky move.

What I would do, if I were the employee, is look for a new job as hard as I can and in the meantime, be a clock watcher as much as the boss is. You want me to never leave a second before 6? Fine but I'm also never leaving a second after 6. Oh there's more work to be done in the evening? Suck my butt, I'm out.

[Anonymous]

Anonymous wrote:Very small employer with "core business hours" from 9 to 6, and employees must be in the office between those hours. Worker supposedly classified as exempt, but the boss is a time hawk. The other parent usually does daycare pick up and drop off every day, but they are going to be out of town for work for five working days. When employee needs to leave early, they finish their work in the evening from home. The work is very independent, doesn't involve any other employees, and can be done remotely. Leaving work early means having to leave at 4:30. The last time employee had to leave work early for a childcare-related reason was for one afternoon a month ago. Employee doesn't leave work early for non-childcare-related reasons.

Despite seven years of service, and consistent performance, employee only earns 2 weeks of vacation per year. As part of a previous negotiation, the boss agreed not to force employee to use accrued leave to do these activities on occasion, but they are upset that employee needs to leave early for five days straight, and gave the employee a stern warning and accused the employee of trying to game the system.

As long as an exempt employee is hitting their goals, how much control does an employer have here? Employee isn't responsible for things like answering phones or opening mail, nor is their work confidential in a way that it is a security risk for them to do it from home.

Only 2 Weeks off!!!

How do you go back to India every year on only 2 Weeks a year ?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:As far as I understand they can make the policies that they want regarding exempt staff (my company makes us take PTO in 4 hour increments and it's so annoying). The bigger issue is your boss sounds kind of like a d*ck and I would look for another job between the boss and the dismally small PTO you get.

You mean you need to take a half a day PTO at a time right? This is super standard....

No in my industry for the companies I've worked for!

In my experience that's because, as an exempt employee if you need to leave an hour early, at some point the company "gets that hour back" because you're not working strictly 40 hours a week. Where I have worked its assumed that exempt associates are working until the work is done and if that is less than 45-55 hours they don't have enough work. But they don't micromanage every time you need to leave for a dental appointment, pediatrician visit or early soccer game, you just get the work done.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Very small employer with "core business hours" from 9 to 6, and employees must be in the office between those hours. Worker supposedly classified as exempt, but the boss is a time hawk. The other parent usually does daycare pick up and drop off every day, but they are going to be out of town for work for five working days. When employee needs to leave early, they finish their work in the evening from home. The work is very independent, doesn't involve any other employees, and can be done remotely. Leaving work early means having to leave at 4:30. The last time employee had to leave work early for a childcare-related reason was for one afternoon a month ago. Employee doesn't leave work early for non-childcare-related reasons.

Despite seven years of service, and consistent performance, employee only earns 2 weeks of vacation per year. As part of a previous negotiation, the boss agreed not to force employee to use accrued leave to do these activities on occasion, but they are upset that employee needs to leave early for five days straight, and gave the employee a stern warning and accused the employee of trying to game the system.

As long as an exempt employee is hitting their goals, how much control does an employer have here? Employee isn't responsible for things like answering phones or opening mail, nor is their work confidential in a way that it is a security risk for them to do it from home.

Only 2 Weeks off!!!

How do you go back to India every year on only 2 Weeks a year ?

Oh jeez. The worker obsessed with Indians taking American jobs. F$ck off, seriously. Not that it matters, but we are both white US citizens.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Very small employer with "core business hours" from 9 to 6, and employees must be in the office between those hours. Worker supposedly classified as exempt, but the boss is a time hawk. The other parent usually does daycare pick up and drop off every day, but they are going to be out of town for work for five working days. When employee needs to leave early, they finish their work in the evening from home. The work is very independent, doesn't involve any other employees, and can be done remotely. Leaving work early means having to leave at 4:30. The last time employee had to leave work early for a childcare-related reason was for one afternoon a month ago. Employee doesn't leave work early for non-childcare-related reasons.

Despite seven years of service, and consistent performance, employee only earns 2 weeks of vacation per year. As part of a previous negotiation, the boss agreed not to force employee to use accrued leave to do these activities on occasion, but they are upset that employee needs to leave early for five days straight, and gave the employee a stern warning and accused the employee of trying to game the system.

As long as an exempt employee is hitting their goals, how much control does an employer have here? Employee isn't responsible for things like answering phones or opening mail, nor is their work confidential in a way that it is a security risk for them to do it from home.

Only 2 Weeks off!!!

How do you go back to India every year on only 2 Weeks a year ?

Oh jeez. The worker obsessed with Indians taking American jobs. F$ck off, seriously. Not that it matters, but we are both white US citizens.

Only 2 weeks off after 7 years is awful