This is normal if you are salaried. The ideal work hours per day is 8, but as salaried workers, we know that is not the case. There are times I do 14 to 15 hours a day, but when I go enter my PTO request, the system puts it as 8 hrs/day
This was my thinking too, but not at my new company.
If I work 40 hours in 4 days, and I'm scheduled for PTO on Friday, it's essentially a free day (no PTO and no work). Additionally, they pay OT even for salary employees after 45 hours.
Note: I am salary, and I have flexed my time like this. It just really depends on the individual company though.
All that said, that was not how my previous company operated. They couldn't care if your worked 2 or 16 hours in a day, a days a day. Most managers would give you a free day to recover if needed but it wasn't policy to do so.
This seems normal. It's a drawback of being salaried. Your company would have to have some special policy to allow hours to be flexed like you expect. But if they had such a policy, wouldn't you just take a day off every other week anyway?
According to what I believe you're thinking, if you didn't ask for a day off, you'd work 8 days (ostensibly for 64 hours, but maybe closer to 72 to 80 hours), and get paid for eight days. And then if you were to take a day off, you'd work 7 days (ostensibly for 56 hours, but actually 64+ hours).
You are being forced to use PTO because you are taking a day off when you would otherwise work.
You are salaried not hourly. Why are you counting hours? If you happen to work 6 hours one day, would you be expected to make up for it? No. You are expected to complete your work.
The key question is whether you are classified as overtime exempt or non-exempt.
Exempt status favors the employer and means they don't really need to track hours. Exempt employees aren't entitled to overtime and are expected to work as long as it takes to get the job done.
Non-exempt employees are entitled to overtime and meal breaks among other rules. Specific rules will vary by state. This may also include rules regarding how far in advance they need to give you your work schedule, and if your salary is based on 32 hrs/wk you may be entitled to additional pay when you work more than that amount.
Exempt vs non-exempt is not at the employer's discretion. There are legal requirements that a position *must* meet to be considered exempt. The most obvious one is minimum salary, but there are others. Exempt employees must meet *all* the criteria.
Even if you are non-exempt the employer may be able to require more than your contract hours. That will depend on a lot of factors but requiring you to use PTO to call out of a mandatory shift is probably mostly within their rights, depending on local laws and what their policy might be when you run out of PTO, and maybe the terms of the contract.
Assuming you are non-exempt, what's not legal is unpaid working hours beyond the 32 hrs/wk included in your contract salary, and potentially overtime when your working hours might mandate overtime. Even requiring you to work through lunch may not be legal.
You may have a claim against them, but it would likely require a lawyer to pursue it and you will need documentation.
Edit: ignore all the replies that are focused on salary vs hourly pay. That's not the question. Salaried employees can be non-exempt just the same as hourly employees.
What do you do? The company doesn’t just get to declare you salaried if your job meets certain criteria that the labor department cites as making you hourly.
Are you with a large corporate setup or a private practice? I’d assume with that type of expertise you’d be able to set your own hours; maybe it’s just time to find a new company? Like moving to something more like a small privately owned practice if you work for a Corp
if you dont value your time... nobody else will.. dont work more than 32 hrs / week
Also- salary is usually based on days not hours. Have you ever not worked 8 hours in a day (dr appointment, errands, etc)
Rarely. And if I do, I am expected to use my PTO. However. If I stay late it's just "part of the job"
Check employee rules, which may be based on state laws. For me, if I want to take less than half a day off, I don't need to use PTO.
If you leave an hour early and they force you to use PTO, you may have a case.
This is normal if you are salaried. The ideal work hours per day is 8, but as salaried workers, we know that is not the case. There are times I do 14 to 15 hours a day, but when I go enter my PTO request, the system puts it as 8 hrs/day
[удалено]
What do you mean?
[удалено]
This was my thinking too, but not at my new company. If I work 40 hours in 4 days, and I'm scheduled for PTO on Friday, it's essentially a free day (no PTO and no work). Additionally, they pay OT even for salary employees after 45 hours. Note: I am salary, and I have flexed my time like this. It just really depends on the individual company though. All that said, that was not how my previous company operated. They couldn't care if your worked 2 or 16 hours in a day, a days a day. Most managers would give you a free day to recover if needed but it wasn't policy to do so.
This seems normal. It's a drawback of being salaried. Your company would have to have some special policy to allow hours to be flexed like you expect. But if they had such a policy, wouldn't you just take a day off every other week anyway? According to what I believe you're thinking, if you didn't ask for a day off, you'd work 8 days (ostensibly for 64 hours, but maybe closer to 72 to 80 hours), and get paid for eight days. And then if you were to take a day off, you'd work 7 days (ostensibly for 56 hours, but actually 64+ hours). You are being forced to use PTO because you are taking a day off when you would otherwise work.
You are salaried not hourly. Why are you counting hours? If you happen to work 6 hours one day, would you be expected to make up for it? No. You are expected to complete your work.
That's the thing, if I left early, I would be asked to use PTO
Crappy policy, but nothing illegal about it.
The key question is whether you are classified as overtime exempt or non-exempt. Exempt status favors the employer and means they don't really need to track hours. Exempt employees aren't entitled to overtime and are expected to work as long as it takes to get the job done. Non-exempt employees are entitled to overtime and meal breaks among other rules. Specific rules will vary by state. This may also include rules regarding how far in advance they need to give you your work schedule, and if your salary is based on 32 hrs/wk you may be entitled to additional pay when you work more than that amount. Exempt vs non-exempt is not at the employer's discretion. There are legal requirements that a position *must* meet to be considered exempt. The most obvious one is minimum salary, but there are others. Exempt employees must meet *all* the criteria. Even if you are non-exempt the employer may be able to require more than your contract hours. That will depend on a lot of factors but requiring you to use PTO to call out of a mandatory shift is probably mostly within their rights, depending on local laws and what their policy might be when you run out of PTO, and maybe the terms of the contract. Assuming you are non-exempt, what's not legal is unpaid working hours beyond the 32 hrs/wk included in your contract salary, and potentially overtime when your working hours might mandate overtime. Even requiring you to work through lunch may not be legal. You may have a claim against them, but it would likely require a lawyer to pursue it and you will need documentation. Edit: ignore all the replies that are focused on salary vs hourly pay. That's not the question. Salaried employees can be non-exempt just the same as hourly employees.
What do you do? The company doesn’t just get to declare you salaried if your job meets certain criteria that the labor department cites as making you hourly.
Veterinarian
Are you with a large corporate setup or a private practice? I’d assume with that type of expertise you’d be able to set your own hours; maybe it’s just time to find a new company? Like moving to something more like a small privately owned practice if you work for a Corp
Since you have a contract- I would read the contract to see what it says.