4 ms·

Where I work this is a thing. We are required to report to the government how many hours we work and I think by law are entitled to overtime. Instead it gets re

Where I work this is a thing. We are required to report to the government how many hours we work and I think by law are entitled to overtime. Instead it gets reported as 40 his each week when that is obviously not true. I'm ok with my compensation, and have no real complaints, except the lying to authorities pay. This is in a FAANG company, but a European subsidiary.

behringer 7y ago
So then report them. If you don't, then you're lying as much as they are.
- kmonsen 7y ago
  I agree, but it doesn't seem worth risking my job over. I know, pretty weak.
  - rhino369 7y ago
    Anonymous tip to the authorities might work.
  - eweise 7y ago
    Keep another accurate record of your hours and then when you are ready to quit, sue them for the overtime.
    - cwkoss 7y ago
      I have a friend who did this - it works. I doubt they'll have to sue, probably a simple demand letter will be sufficient.
    - papln 7y ago
      Switzerland does not allow this. http://www.webster.ch/humanresources/overtimepolicy.html http://www.webster.ch/humanresources/overtimepolicy.html > All extra hours and overtime [...] must be announced to HR department before the 10th of the following month > Any hours that are not announced respecting this time frame will be excluded from any form of compensation.
isbjorn16 7y ago
An old defense contractor I worked at did the similar things. It was required by federal contracting rules/law/whatever that our timesheet reporting be accurate. The spirit of the law was probably "don't charge us for time you didn't work for us", which is a reasonable requirement. The problem was when I worked 70 or 80 hour weeks. I didn't get paid any more, the company didn't get paid any more (I have no idea how or why, I didn't do project or program management, so I have only the most cursory knowledge of the different flavors of the main contract types in defense contracting). I was just trying to follow the law and whatever agreements I had signed. Seems pretty easy, pretty cut and dry, right? Nope. I was working on two projects - we often did this. 90% on one, 10% on the other, usually in some sort of super specialist role where you help with one specific aspect you might be good at and free up other devs' time to focus on the actual dev, not things like Decision Analysis and Reporting plans for your CMMI compliance. The problem was the percentages were fixed. That means if my 90% project was in crunch time, and I worked a 70 hour week, even if I still did the normal 5 hours for the 10% project, it didn't work out that way. They normalized all the hours back down to 40, so the normal 5 ended up looking more like 3. Shouldn't be a big deal, but different contract types, different budgets not burning at the right rates, blah blah blah blah blah. The result was they asked me to work a proportionately increased amount on the 10% project, as well. So not only was I putting in an extra 30 hours a week for no extra pay, no benefits, no tangible rewards in any way, but they wanted me to do even more of that on the other 10% too.
cwkoss 7y ago
Keep a record of your hours worked, and send them an invoice for the difference at the end of your employment there. Good chance they'll pay it to avoid the headache of arguing.

behringer 7y ago

So then report them. If you don't, then you're lying as much as they are.

kmonsen 7y ago
I agree, but it doesn't seem worth risking my job over. I know, pretty weak.
- rhino369 7y ago
  Anonymous tip to the authorities might work.
- eweise 7y ago
  Keep another accurate record of your hours and then when you are ready to quit, sue them for the overtime.
  - cwkoss 7y ago
    I have a friend who did this - it works. I doubt they'll have to sue, probably a simple demand letter will be sufficient.
  - papln 7y ago
    Switzerland does not allow this. http://www.webster.ch/humanresources/overtimepolicy.html http://www.webster.ch/humanresources/overtimepolicy.html > All extra hours and overtime [...] must be announced to HR department before the 10th of the following month > Any hours that are not announced respecting this time frame will be excluded from any form of compensation.

isbjorn16 7y ago

An old defense contractor I worked at did the similar things. It was required by federal contracting rules/law/whatever that our timesheet reporting be accurate. The spirit of the law was probably "don't charge us for time you didn't work for us", which is a reasonable requirement. The problem was when I worked 70 or 80 hour weeks. I didn't get paid any more, the company didn't get paid any more (I have no idea how or why, I didn't do project or program management, so I have only the most cursory knowledge of the different flavors of the main contract types in defense contracting). I was just trying to follow the law and whatever agreements I had signed. Seems pretty easy, pretty cut and dry, right? Nope. I was working on two projects - we often did this. 90% on one, 10% on the other, usually in some sort of super specialist role where you help with one specific aspect you might be good at and free up other devs' time to focus on the actual dev, not things like Decision Analysis and Reporting plans for your CMMI compliance. The problem was the percentages were fixed. That means if my 90% project was in crunch time, and I worked a 70 hour week, even if I still did the normal 5 hours for the 10% project, it didn't work out that way. They normalized all the hours back down to 40, so the normal 5 ended up looking more like 3. Shouldn't be a big deal, but different contract types, different budgets not burning at the right rates, blah blah blah blah blah. The result was they asked me to work a proportionately increased amount on the 10% project, as well. So not only was I putting in an extra 30 hours a week for no extra pay, no benefits, no tangible rewards in any way, but they wanted me to do even more of that on the other 10% too.

cwkoss 7y ago

Keep a record of your hours worked, and send them an invoice for the difference at the end of your employment there. Good chance they'll pay it to avoid the headache of arguing.