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> If you want to charge different rates based on hour of the day, you should consider contract work rather than salaried. What I'm saying is I don't want to do
by gggsre 3y ago
> If you want to charge different rates based on hour of the day, you should consider contract work rather than salaried.
What I'm saying is I don't want to do unpaid overtime and heroically sacrifice my weekends for oncall.
> The whole point of taking a salary is to have a predictable income, which cuts both ways.
Unsure what point about "cuts both ways" are you trying to make here. I think the company can pretty easily calculate how many non-business-hours are there within a month and allocate some money to compensate people doing oncall.
- zdragnar 3y ago> unpaid overtime There's no such thing for salaried positions. I previously worked for a company that handed out "production bonuses" to people who worked >40 hours a week, calculated based off of your annual salary and hours worked. They were very clear to never call it overtime, because that has a very different meaning (legally). > Unsure what point about "cuts both ways" are you trying to make here Unlike a contractor, you don't have to look for another job after a defined period. You have a regular, fixed income (and benefits) so long as both you and your employer are happy. "40 hours per week" is a convention, not a requirement, though. Most companies are pretty good at picking 40 hours as a reasonable work-life balance mark. Some (notably startups and people mills like Amazon) push for more. That said, if you want a guarantee, stick to contracting paid hourly.