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Legally in many countries commute to work is working. If you have an accident while commuting it counts as a work accident. Not sure what is the status in the U

Legally in many countries commute to work is working. If you have an accident while commuting it counts as a work accident. Not sure what is the status in the USA.

wirrbel 3y ago
but its not on the clock. So if I have an accident on my commute I am insured via work, but regardless the time spent on the commute will not be coming from my 40h/week time account but cut into my free time.
- ulfw 3y ago
  Who in tech works on a clock? Honestly I've never met anyone in my 20 years of career. Do you use clock-in, clock-out systems to show presence in an office building? For what? Genuinely curious.
  - smarmgoblin 3y ago
    I’ve seen this, quite common for federal contracting. Although it’s also common to hammer-click 8 at the end of the month.. That said even if you’re not clocking in it’s common to want to work a full 8 hours or close to it.
  - Propelloni 3y ago
    Everybody in Germany and most of the rest of Europe, too. There are exceptions but generally not for your run-of-the-mill techy. And even if you work whenever you like, your employer is obligated to show that you worked no more than is allowed by law. (That's the purpose of time recording, protect the worker from too much overtime.) How you do that differs, but there are companies that run clock-systems for that -- many of them are coupled to the access control systems of your office/factory, so when you use your ID card to enter the building, you automatically clock in. Others require you to maintain timesheets in one system or the other. How reliable these systems reflect how much time you actually worked is up to debate, but as employer you get into serious trouble if you don't have them.
  - sofixa 3y ago
    I've seen it in France, because there are two types of contracts here - week (you get paid for 35h/week or up to 39h/week with bonus time off to compensate for the extra up to 4h on top of the "maximum" legal 35h) or day, where you get paid for 200-something work days in the year, regardless of hours worked (2 or 10, as long as the work is done and the maximum work hours in a day/week/month and the minimum rest periods are followed, all is good), which comes with a slightly different tax regime, more days off to compensate for the higher workload, etc. If you're on the first type of contract (as I was at my previous job), you have to keep track of your hours, you get overtime, etc.
  - wirrbel 3y ago
    It’s used for in office work as well as for remote work. Essentially the company has to be able to provide a time sheet for legal reasons. This is a legal requirement for employees in a non leadership position, but even team leads are required to do time sheets , so only department leads are at a level where the legal requirements are relaxed. This means overtime is always compensated either in pay or by taking days off and frankly I would not work any other way anymore in an employment situation (unless self employed)
  - mgrund 3y ago
    Also required in public sector jobs here. When you are on a contract with compensation time off for overtime, and it's sometimes even computed with >1:1 compensation on average hours over some time window, you kind of need to track it.
  - erhaetherth 3y ago
    I worked for a small software company in Canada. We were hourly. Had a specific start time and end time and they shoed you out the door at 5pm to lock up. If you ever had to stay late, you filled out an overtime sheet. No clock in/out but if you were late frequently you'd get a talking to. It was annoying. I'd often be 'in the zone' at 5 and they felt the need to interrupt productive work. Not sure why. Eventually they gave me a key.
  - dragonwriter 3y ago
    > Who in tech works on a clock? In the US and in the tech career field but outside of the tech industry (and maybe even inside it in places that aren’t paying top dollar) in places like California which have a higher-than-federal salary floor for wage/hour exemption in the field, even if nominally reimbursed on a salary basis, plenty of people at junior levels, because they are subject to wage/hour/overtime rules. Probably also a lot of people in places that have stronger worker protections than the US (which covers, well, most of the developed world.)

Legally in many countries commute to work is working. If you have an accident while commuting it counts as a work accident. Not sure what is the status in the USA.

wirrbel 3y ago

but its not on the clock. So if I have an accident on my commute I am insured via work, but regardless the time spent on the commute will not be coming from my 40h/week time account but cut into my free time.

ulfw 3y ago
Who in tech works on a clock? Honestly I've never met anyone in my 20 years of career. Do you use clock-in, clock-out systems to show presence in an office building? For what? Genuinely curious.
- smarmgoblin 3y ago
  I’ve seen this, quite common for federal contracting. Although it’s also common to hammer-click 8 at the end of the month.. That said even if you’re not clocking in it’s common to want to work a full 8 hours or close to it.
- Propelloni 3y ago
  Everybody in Germany and most of the rest of Europe, too. There are exceptions but generally not for your run-of-the-mill techy. And even if you work whenever you like, your employer is obligated to show that you worked no more than is allowed by law. (That's the purpose of time recording, protect the worker from too much overtime.) How you do that differs, but there are companies that run clock-systems for that -- many of them are coupled to the access control systems of your office/factory, so when you use your ID card to enter the building, you automatically clock in. Others require you to maintain timesheets in one system or the other. How reliable these systems reflect how much time you actually worked is up to debate, but as employer you get into serious trouble if you don't have them.
- sofixa 3y ago
  I've seen it in France, because there are two types of contracts here - week (you get paid for 35h/week or up to 39h/week with bonus time off to compensate for the extra up to 4h on top of the "maximum" legal 35h) or day, where you get paid for 200-something work days in the year, regardless of hours worked (2 or 10, as long as the work is done and the maximum work hours in a day/week/month and the minimum rest periods are followed, all is good), which comes with a slightly different tax regime, more days off to compensate for the higher workload, etc. If you're on the first type of contract (as I was at my previous job), you have to keep track of your hours, you get overtime, etc.
- wirrbel 3y ago
  It’s used for in office work as well as for remote work. Essentially the company has to be able to provide a time sheet for legal reasons. This is a legal requirement for employees in a non leadership position, but even team leads are required to do time sheets , so only department leads are at a level where the legal requirements are relaxed. This means overtime is always compensated either in pay or by taking days off and frankly I would not work any other way anymore in an employment situation (unless self employed)
- mgrund 3y ago
  Also required in public sector jobs here. When you are on a contract with compensation time off for overtime, and it's sometimes even computed with >1:1 compensation on average hours over some time window, you kind of need to track it.
- erhaetherth 3y ago
  I worked for a small software company in Canada. We were hourly. Had a specific start time and end time and they shoed you out the door at 5pm to lock up. If you ever had to stay late, you filled out an overtime sheet. No clock in/out but if you were late frequently you'd get a talking to. It was annoying. I'd often be 'in the zone' at 5 and they felt the need to interrupt productive work. Not sure why. Eventually they gave me a key.
- dragonwriter 3y ago
  > Who in tech works on a clock? In the US and in the tech career field but outside of the tech industry (and maybe even inside it in places that aren’t paying top dollar) in places like California which have a higher-than-federal salary floor for wage/hour exemption in the field, even if nominally reimbursed on a salary basis, plenty of people at junior levels, because they are subject to wage/hour/overtime rules. Probably also a lot of people in places that have stronger worker protections than the US (which covers, well, most of the developed world.)