2 ms·

"Salary" or "exempt" in the US is a sub-status of "Full Time Employee". FTE in the US has much of the same of what you say - less, but still some protections, m

"Salary" or "exempt" in the US is a sub-status of "Full Time Employee". FTE in the US has much of the same of what you say - less, but still some protections, most significantly requirements around paying overtime, and paying more for it: https://www.dol.gov/agencies/whd/overtime https://www.dol.gov/agencies/whd/overtime - "Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay." Salary = exempt = no overtime for you, sucker. Over time, more and more people have fallen under that category in the US. Is there something like that in the EU, where you don't have max hours or overtime eligibility at all?

Swizec 3y ago
> where you don't have max hours or overtime eligibility at all? No, the EU is pretty strict about those things. Only way you can be ineligible for overtime is if you own the business. And even then you’re technically eligible, but I’ve never heard of anyone paying themselves overtime. In practice the “exempt” part happens in a grey area: The boss and the employee shake hands to “make things simpler” and write down 40h every week in whatever tracking thingy. Worked less than 40? Great, you get 40. Worked more? Great, you get 40. wink wink
- eecc 3y ago
  Also contractors though. I got into a quarrel with the lowlife recruiter that tried to coax me into accepting going on pager duty. They had no room for negotiation, whatever the customer said was the deal. I left… but it must have cost them a fortune in productivity loss. Penny wise, pound foolish
realityking 3y ago
There are some very limited cases where overtime doesn’t apply. For example, managing directors are outside the scope of most labor regulations as they’re not technically employees. At least in Germany, managerial employees (mostly defined through hiring and firing authority) are traditionally exempt though this might be in conflict with the relevant EU regulations. We’ll see. What I’m seeing commonly today is that your contracts will say the work week is 40 hours but x hours of overtime a month are already compensated.

Swizec 3y ago

> where you don't have max hours or overtime eligibility at all? No, the EU is pretty strict about those things. Only way you can be ineligible for overtime is if you own the business. And even then you’re technically eligible, but I’ve never heard of anyone paying themselves overtime. In practice the “exempt” part happens in a grey area: The boss and the employee shake hands to “make things simpler” and write down 40h every week in whatever tracking thingy. Worked less than 40? Great, you get 40. Worked more? Great, you get 40. wink wink

eecc 3y ago
Also contractors though. I got into a quarrel with the lowlife recruiter that tried to coax me into accepting going on pager duty. They had no room for negotiation, whatever the customer said was the deal. I left… but it must have cost them a fortune in productivity loss. Penny wise, pound foolish

realityking 3y ago

There are some very limited cases where overtime doesn’t apply. For example, managing directors are outside the scope of most labor regulations as they’re not technically employees. At least in Germany, managerial employees (mostly defined through hiring and firing authority) are traditionally exempt though this might be in conflict with the relevant EU regulations. We’ll see. What I’m seeing commonly today is that your contracts will say the work week is 40 hours but x hours of overtime a month are already compensated.