3 ms·

I believe the driver for day-to-day recording of work hours is that if they work beyond a certain limit (could even be 8 hours) on a given day, they get OT for

by mturmon 13y ago

I believe the driver for day-to-day recording of work hours is that if they work beyond a certain limit (could even be 8 hours) on a given day, they get OT for that. Thus, you can't work 12 hours one day and 4 the next day without pay consequences. There are other workplace rules for OTE employees as well, which in some cases include mandatory lunchtimes and breaks (but I'm not sure how widely this applies to software people). I think supervisors and organizations look the other way on some fine points, but I'm describing the letter of the law. I have one OTE employee, and I'm desperately trying to get them promoted beyond this threshold so we don't have to deal with the hassle. Because I've already learned more about CA labor law than I want.

jimmaswell 13y ago
>I believe the driver for day-to-day recording of work hours is that if they work beyond a certain limit (could even be 8 hours) on a given day, they get OT for that. Thus, you can't work 12 hours one day and 4 the next day without pay consequences. Yeah, I knew that when I wrote the post. Seems to make sense to me as it is. So if this person gets promoted, they won't get more pay than otherwise when they're doing overtime a certain day? Or do you count it by hours in a week, month?
- mturmon 13y ago
  "if this person gets promoted, they won't get more pay than otherwise when they're doing overtime a certain day" ? -- yes, because they will be a regular salaried ("exempt") employee. "by hours in a week, month?" I think there is a daily threshold, and a weekly threshold, for overtime. I don't think there is anything else. But I don't figure the pay, so I don't know the ins and outs. * Where I work, you have to justify overtime, so in effect the employee was prevented from moving work hours between days unless the resulting increase in effective wage could be justified. ("Feeling in the zone" is not enough...)

by mturmon 13y ago

jimmaswell 13y ago

>I believe the driver for day-to-day recording of work hours is that if they work beyond a certain limit (could even be 8 hours) on a given day, they get OT for that. Thus, you can't work 12 hours one day and 4 the next day without pay consequences. Yeah, I knew that when I wrote the post. Seems to make sense to me as it is. So if this person gets promoted, they won't get more pay than otherwise when they're doing overtime a certain day? Or do you count it by hours in a week, month?

mturmon 13y ago
"if this person gets promoted, they won't get more pay than otherwise when they're doing overtime a certain day" ? -- yes, because they will be a regular salaried ("exempt") employee. "by hours in a week, month?" I think there is a daily threshold, and a weekly threshold, for overtime. I don't think there is anything else. But I don't figure the pay, so I don't know the ins and outs. * Where I work, you have to justify overtime, so in effect the employee was prevented from moving work hours between days unless the resulting increase in effective wage could be justified. ("Feeling in the zone" is not enough...)