The hubby works for a fairly large company. One with hundreds of employees and yet, he is the only one in his department. On most days he works through his lunch hour, eating at his desk. On Thursdays his day usually ends around 11 or 12 at night. He remotes into work at all hours of the night and occasionally on the weekends if there is a problem that requires his attention.
He enjoys his job and likes that he has the chance to learn from some of the "higher-ups" with his current position. The problem lies in the fact that he feels guilty logging every single second of overtime that he works. He feels that a lot of what he does is considered "helping out."
Today he was told otherwise. After a meeting with HR he called to let me know that they discussed all of the situations (some remote log ins only take a minute or two but can take up to an hour or more) and everything from this point on is to be logged and everything over 40 hours paid out as overtime. That or they would start micro-managing his time sheets.
Looking back over his actual schedule the past few weeks have shown him that while he is paid for 40 hours a week, he is actually putting in between 50-60 hours each week! That works out to an extra $500 a week approximately.
He still feels guilty because he feels that a lot of his time spent in the office after hours is either helping others or learning from those in higher positions but he will obviously begin logging everything from this point on.
I completely understand his stance on the subject but I also know that he and the company could get into trouble if all of his hours are not logged.
So, my question is this, do you log every single hour of overtime that you work or is some of it just a write-off?
For the company's sake he really must log in his hours!!! The company could get in a huge lawsuit if he doesn't, not from him but others in the office. My hubby can't draw OT until he has put in more than 50 or 60 hours (can't remember) since he is in management but he does keep up with all of his time. If HR is involved that usually means a problem has already come up, he should not feel guilty about being paid for work done!!!
ReplyDeleteI agree with the company. I do payroll and companies need to protect themselves no matter what. Even if the employee thinks, at the time, he doesn't care about the OT. Plus, as far as I'm concerned, if your hubby is "helping out" - it's still helping out as part of his job! He's working and should be compensated for it. If management is good with him tracking all his OT, then I say bring on the extra $$!
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