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My employer collects "screen time" based metrics and working hours aren't part of my employment agreement. This is beside the point. Let's look at it another w

My employer collects "screen time" based metrics and working hours aren't part of my employment agreement. This is beside the point. Let's look at it another way. Why do you think someone who spends a majority of their assigned working hours eating, shitting, and flirting with the receptionist should earn the same compensation as someone who spends 100% of their working hours doing things that are the in their job description? When I was naive, I tolerated being the latter in a job with many of the former. This was a contributing factor in deciding to work for myself. Now, if you want me to produce more than my coworkers that's fine, but I'll have to be compensated more.

thunky 4y ago
> Why do you think someone who spends a majority of their assigned working hours eating, shitting, and flirting with the receptionist should earn the same compensation as someone who spends 100% of their working hours doing things that are the in their job description? I don't, but it doesn't matter what I think. All that matters is the agreement you have with your employer. If they trust you enough to let you judge when your weekly productivity target is reached before you pack up and go to the beach, then yeah you're golden. All I'm saying is that I believe a lot of employers actually expect 40 hours of work, so if you finish your "job" in 10 hours then they expect you to let them know so you can do something else productive for them in the remaining 30. And if you don't do that, they would consider that to be dishonest and grounds for discipline. Not saying this is your deal, just that it's a common thing. But I'm confused. Your employer collects "screen time" metrics, so they must care how much time you actually spend working. On the weeks that you only work 10 hours, how to you avoid getting flagged?
- grog454 4y ago
  > But I'm confused. Your employer collects "screen time" metrics, so they must care how much time you actually spend working. This conclusion doesn't follow. I don't know what they do with them, for which employees, and under what circumstances.
  - thunky 4y ago
    How could you conclude anything else? Is there another reason to collect "screen time" metrics other than to keep track of how much time employees spend at their screen working?
    - grog454 4y ago
      Well I can conclude they're interested in tracking some employees and not others. Or that they use the data to negotiate rates with the vision care company they partner with. Or that they look for trends that change over time, or groups of people. (BTW I'm as eager to find out if HN has a reply depth limit as you are)
      - thunky 4y ago
        I guess anything is possible, but sometimes it's just the most obvious thing: they don't fully trust their employees and want to make sure they're not getting ripped off. You could always ask them. That is unless you're not confident they know you work part time ;P
        grog454 4y ago
        How many hours per week have I indicated I work at this job?
        thunky 4y ago
        I thought you said 10-30 hours but maybe I misunderstood what you meant. You definitely said you're not required to work 40.

thunky 4y ago

> Why do you think someone who spends a majority of their assigned working hours eating, shitting, and flirting with the receptionist should earn the same compensation as someone who spends 100% of their working hours doing things that are the in their job description? I don't, but it doesn't matter what I think. All that matters is the agreement you have with your employer. If they trust you enough to let you judge when your weekly productivity target is reached before you pack up and go to the beach, then yeah you're golden. All I'm saying is that I believe a lot of employers actually expect 40 hours of work, so if you finish your "job" in 10 hours then they expect you to let them know so you can do something else productive for them in the remaining 30. And if you don't do that, they would consider that to be dishonest and grounds for discipline. Not saying this is your deal, just that it's a common thing. But I'm confused. Your employer collects "screen time" metrics, so they must care how much time you actually spend working. On the weeks that you only work 10 hours, how to you avoid getting flagged?

grog454 4y ago
> But I'm confused. Your employer collects "screen time" metrics, so they must care how much time you actually spend working. This conclusion doesn't follow. I don't know what they do with them, for which employees, and under what circumstances.
- thunky 4y ago
  How could you conclude anything else? Is there another reason to collect "screen time" metrics other than to keep track of how much time employees spend at their screen working?
  - grog454 4y ago
    Well I can conclude they're interested in tracking some employees and not others. Or that they use the data to negotiate rates with the vision care company they partner with. Or that they look for trends that change over time, or groups of people. (BTW I'm as eager to find out if HN has a reply depth limit as you are)
    - thunky 4y ago
      I guess anything is possible, but sometimes it's just the most obvious thing: they don't fully trust their employees and want to make sure they're not getting ripped off. You could always ask them. That is unless you're not confident they know you work part time ;P
      - grog454 4y ago
        How many hours per week have I indicated I work at this job?
        thunky 4y ago
        I thought you said 10-30 hours but maybe I misunderstood what you meant. You definitely said you're not required to work 40.