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[quote=Anonymous]I think employee needs to draw hard boundaries on the RA they have. She needs to look exactly at what the WFH RA says. If it says she can WFH on certain days, then don't come in and be responsive online. If it says can WFH when there are no meetings, but there are meetings almost every day, then go back to HR. If she gets the RA for 40 hours, she needs to leave on time at 5PM, and then communicate with boss about what projects to prioritize during those hours.

I an not sure any of that protects her if she makes mistakes and the bosses are unhappy/are jerks, unless she can really show she's being singled out due to RA. Otherwise it could just be the bosses are jerks to everyone (sounds like it). Hopefully if the RA is adhered to, she will actually be rested, and not have as many issues.

You also said she is non-exempt, so is she being paid for these additional hours?

I definitely relate to these low paid (I mean low like 60k, not 150k) jobs that keep you for hours after the fact, offering "flex time" that you can use within the pay period but you never get a chance... the best thing really is to quit. I would advise her to try taking FMLA and use that time for resume and interviews. Intermittent FMLA would be a good option, that's where you can take leave in spurts, as needed, not one long block. She should be able to get references from other colleagues and past employers.[/quote]

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