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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]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.[/quote]

Only 2 Weeks off!!!

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

[/quote]
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.[/quote]

Only 2 weeks off after 7 years is awful[/quote]

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