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I worked for a University that classified some maintenance workers (among others) as exempt using the excuse that they had "supervisory" duties. The reality wa
by shepardrtc 12y ago
I worked for a University that classified some maintenance workers (among others) as exempt using the excuse that they had "supervisory" duties. The reality was that these people were on-call 24/7 and would have to come in whenever there was a problem, in addition to working a 40 hour week. Overtime was becoming expensive, so upper management decided that their duties weren't really fixing things, but rather supervising fixing things. Problem solved. They're now exempt and have to come in whenever their phone rings or they're fired.
- endeavor 12y agoIIRC in California you need to have at least 2 direct reports to be considered a supervisor vis-a-vis exempt status.
- johnward 12y agoCalifornia seems to be the state that has the most employee favorable employment laws. Other states should following things like the CA stance on non-competes.
- shepardrtc 12y agoThis isn't in California, but to get around that idea, they made other workers "report" to them. So technically they are the supervisor. But they have no authority other than to enter in time tickets.
- johnward 12y agoI was in a similar position working support for a large international shipping company. I would work my 40 hours (day/afternoon/midnight) and then be required to take calls off hours. For example if I worked 6pm to 6am I would be required to wake up at 10am (mid sleep cycle) and join a BS staff meeting. Also if a major issue started during your shift you were expected to stay and handle it when you could turn it over to the next shift. Many times my colleagues would be on the 14 hours of their day while I sat there with nothing to do because they were handling it.
- shepardrtc 12y agoYes, that's very similar. Management had few qualms about abusing employees like that. It was one of many reasons why I left the company.