"when I'm off I'm off". Nobody owns your time off the clock. What a joke. They sound toxic and dysfunctional. Probably not going to get better. I'd find a place run by humans for humans.
Make it in writing, probably can be generated is excel. Unavailable from 'end of workday' friday untill 'stary of workday' monday or whatever the days are, input actual start and end times, insert actual dates, make it all the way to december 2026....
better yet, maybe a flowchart? How to know if I am available: first question, am I scheduled to work? If the answer is yes, then I’m available, if the answer is no then I’m unavailable.
My normal work days are Monday through Friday 8AM to 5PM. Any hours beyond those I am off and unavailable. This applies from this moment to the end of time.
Sincerely OP... ;)
You can schedule emails to go out at a later time. Imagine how furious this boss would be to get an email at 5:01 PM every Friday saying "Just letting you know I'll be unavailable until Monday morning at 6:00 AM, per your instructions that I tell you every time I'm not available for work."
if you have no benefits, no pto, no holidays but are only salary, the salary is only there to exploit your hours without having to pay OT.
so assuming your salary isn't so high it makes up for all that and then some you just tell them you're unavailable on weekends in general.
"Salary does not equal infinite hours and when calculated down my salary is on par for market rate for my role. Working over 40hr/wk devalues my work and disrespects my time. As such I schedule and plan my personal and familial obligations around my working schedule. My personal and familial obligations are not up for negotiation, nor are they movable. Given that I am not compensated for federally recognized "waiting time" or federally recognized "on call" time as disclosed it's time theft by the company should you refuse regardless of the fact that I am a salaried employee then I am unavailable between 5pm and 8am M-F and all 24hrs of Sat/Sun for the remainder of my employment with this company. Lastly I am not obligated to inform you regularly of am availability that had not changed nor is expected to change in the future. I have been professional in making sure I am communicating however considering that professional courtesy is being abused moving forward my number will be unavailable for any sort of contact when I'm not at work"
FYI, if I received this from a direct report, they would move to the top of my list for removal if I needed to do a layoff. If you're not willing to.help out your co-workers on a rare support call for a production issue then you aren't the type of person I want around.
Ah.... So you exploit your employees... got it.... Salary isn't infinite and I don't care if it's "rare". I'm unavailable outside of M-F 8-5 and that needs to be respected.... If it's so rare, then YOU can take the task
I agree that an email like this would put OP at the top of the "fire them" pile but only because it's clear they can't be exploited. So employers wouldn't like then anymore if they can't use them and abuse them.
'I available 8:30am to 5pm, Monday to Friday with lunch break (unavailable) from noon to 1. I am unavailable from 5pm to 8:30am. On weekends, I am unavailable from Friday from 5pm to Monday at 8:30am."
Unless you have 'on call' time written into your contract, 'salaried' does not mean 'work 24/7'.
I think that's illegal, at least in most of the US for most positions with shifts over 4(?) hours. They might be unpaid, but pretty sure they are required.
What about California for one?
https://www.orangecountyworkerscompensation.com/practice-area/employment-law/meal-and-rest-breaks-for-salaried-exempt-workers#:\~:text=A%20rest%20period%20should%20not,included%20in%20the%20time%20worked.
I would hardly call California miniscule. That reference was from a specific county, but the law covers the entire state, I merely pasted the first google search.
In case you are thinking it's only California with meal breaks, here is a summary by state. [https://www.postercompliance.com/blog/breaks-and-meals-by-state/](https://www.postercompliance.com/blog/breaks-and-meals-by-state/)
I agree with you. In Illinois, it is required that your employer give a 20 minute break starting no later than 5 hours after the start of your shift if you work 7.5 hours or more. If you work 12 hour shifts, you’re entitled to a second 20 minute break. I have had previous employers hound me about not taking a break because they didn’t want to get into trouble. Now at my current job (which would be an exception to the rule because it has to do with safety), I do not take a break away from work because I have to be with my patient at all times. So, I just scarf down snacks on the rare occasion that I have a minute. Reasonable bathroom breaks don’t count as the break required by state law (although I’m lucky to get those most days and I work 12-14 hour shifts 😂). There are a few exceptions, like in my case, if it’s a safety issue. But if you don’t get a break you can file a complaint with the state labor board and as long as the employer doesn’t have a good reason for not allowing the break (which in many cases they don’t) they will be required to pay the employee $250-$500 for each offense, depending on how many employees they have.
I checked several sources, and here is a more official [CA.gov](http://CA.gov) source: [https://www.dir.ca.gov/dlse/FAQ\_MealPeriods.html](https://www.dir.ca.gov/dlse/FAQ_MealPeriods.html)
California and new york are about the only states that require a lunch break for employees. There might be a few more that im forgetting, but generally if you are over 18 in most states you are not entitled to a lunch break.
I live in Washington state, and here a meal period is required for all workers, even salaried, who work over 5 hours. They also get a 20 minute paid rest period.
I used to live in California, and a meal period was also required for salaried employees there. No paid rest period though.
Most states do not have laws on the books regarding this. It's been quite a few years, but I actually worked for an employer who tried to remove all breaks, including lunch. They had me call all labor related state agencies and find out what the federal requirements were. Ngl I was pretty shook to find out that it wasn't illegal to make people work full shifts without a break.
Having a break is a suggestion, not a right in most cases.
Right, no federal laws. I was a little surprised when checking into it. That said, a fair number of states do have some requirements. [https://www.postercompliance.com/blog/breaks-and-meals-by-state/](https://www.postercompliance.com/blog/breaks-and-meals-by-state/)
It is in my state, depending on how long your shift is and your line of work. In my state, if you work 7.5 hours, your employer is required to give you a 20 minute break within the first 5 hours of your shift. If you work 12 hours, you are entitled to another 20 minute break. One of the few exceptions would be if it’s a safety issue (which it is in my line of work). You can file a complaint with the department of labor and if the employer didn’t have a good reason to refuse your break, they are required to pay the employee a fine of $250-$500 depending on the size of the company.
ETA: source regarding the ODRISA law in Illinois
https://labor.illinois.gov/content/dam/soi/en/web/idol/laws-rules/fls/documents/odrisa-amendments-01-01-2023.pdf
And you might have missed the part where I said depending on the person’s line of work and how many hours they work. As well as the part where I said there are exceptions 💁♀️
"My availability is in keeping with the published On-Call reimbursement policies of the company"
"Wait are talking about?! We don't Have any!"
"Correct. My availability to be On-Call is non-existant."
This. You should get extra pay for being available off hours, or at least a rotation with others.
Otherwise, assume unavailable, and if they are lucky you might be available but the company shouldn't expect it without it either being paid extra, or written explicitly in your job description, and without it being written explicitly in your job description they can't demand such information.
The only reason they could make you do that is if you are officially on-call.
Some jobs have expectations that you are available only for emergencies. Some have management or other employees be on-call periodically.
Outside of that, they can't make you provide your availability on your days off.
Yes, I would say. My dad was a salary employee in the oil field for 25 years.
Someone ALWAYS had to be on-call. What that meant was that each supervisor/salary person who is qualified would take turns being on-call on the weekends. My dad carried a pager around when he was on-call and was required to stay in town on those days. There wasn't any extra pay associated with it, even if he got called in.
He missed my 1st Communion service and half a Christmas program because he got called in. But that's not all. One time, the well blew up. He was working 20 hours a day for weeks. no extra pay.
Ask your boss exactly what is expected of you. We are talking holidays, weekends, vacation, the whole lot. My dad had to take turns being on-call on holidays like Xmas, and he would know a year ahead of time when it was his turn.
Company paid cell phone should be provided to you if you are supposed to be on-call. Some companies will have people borrow a phone, and hand it off to the next guy like a baton in a relay race.
Make no mistake, your boss shouldn't be exempt from taking turns being on-call. it should he clear who is on-call and when and be posted at work where everyone can see the schedule.
good luck.
Guaranteed a toxic manager's response would be something like "I just need you available for any emergencies. That's part of your job. We're just asking you to answer your phone." and "I won't be part of the on-call because I'm always on-call in case the on-call person needs escalation."
I would have to get that in writing. If the "toxic manager" writes that down, it would get interesting. Are salary employees considered to be working 24/7 365? Nights, holidays, weekends, and the 8-5 shift? Toxic manager can't be serious. HR can deal with the toxic manager.
I am a professional, and I do get called in to work overtime sometimes. There are other people they can call if I'm not available. But the procedures are written down. What is expected of me is in writing. Both for employees and supervision. They have to follow their own procedures, too. And yes, my boss and my boss' boss take turns being on-call.
Is op the only front-line employee? There is one person I know of at my company whose department was downsized at one point. He is expected to answer the phone and there isn't anyone else. It's wild. One time he fell asleep at 7 pm. (has a 6 month old) and the next day he had to be talked to because he didn't answer the phone. The only part that is helping him is he is hourly. So if he gets called in, it's overtime pay.
I think a lot of shops are more willing to write down stupid, abusive, and illegal policies than you'd think. How rare is it to actually get sued by an employee, despite what pop culture would tell you?
I get what you are saying. But still, get it in writing anyway.
Then, attend meetings to discuss the written policy. Policy can change as more people give input.
I've never had to deal with a bad boss, to be honest. But I've seen my fair share of, we have this written Policy, employee then follows the policy, (things happen) hr meetings happen, employees whips out a copy of written Policy that she followed, no disciplinary action is then taken.
I saw an example of just that! An on-call employee went shopping in a outlet warehouse. No cell service. He was shopping for hours (the place was huge), comes in the next day to a write-up.
Employee says show me the policy I violated. His manager sends him this ridiculous list of "rules" that were obviously created right then like "if you will be out of cell range for more than 5 minutes you must contact your manager." And "if you miss a call you must contact the CIO and explain why".
He said you just made that. That's not written down anywhere. Forwards it to HR. HR takes one look at it and says "disregard these rules and the write-up, just follow the published policy".
I'm pretty sure HR realized those rules (which were formally enforced but not written down) being written down would be an easy win for back pay lawsuits since they weren't paying us for that time and we were expected to be able to "live our lives"
This weekend I'll be unavailable.
Next weekend I'll be unavailable.
The weekend after that I'll be unavailable.
The weekend after that I'll be unavailable.
The weekend after that I'll be unavailable.
The weekend after that I'll be unavailable.
The whole work from home line is total shit. If you are doing it the approval came from somewhere. You can make sure that stupid illegal rule goes away but the retaliation might be no more WFH. Don't back down on the weekend work
They can demand. You can comply or not. If they can't replace you, they'll tolerate your giving them a "nope."
Salaried exempt doesn't really have to pay you to be on-call, though. You pretty much don't have time off the clock. (I know, seems sketchy but that's the whole "salary" thing.)
Additionally, if you're not planning on being there long anyway: they can demand and you just don't do it. You could argue with them and paint a target on your back. You probably won't change anything. Or you just ignore it and make them yell at you.
I did this at a job. I hated it. They'd wake me up multiple times a night for a week every other week. And I was looking for other work. But in the interim, I just let things happen. Missed a couple calls one night? I haven't slept in days due to work, I'm only human, I slept right through it.
The best part is those calls then rolled up to the managers forcing us to do this. When they'd yell at me, I'd agree with them: it is completely unacceptable to get woken up multiple times each night. I can understand why they'd be mad at that.
I would just push back and let them know that on your off days you are entirely unavailable. This sounds like a miserable work environment. I hope you’re able to get out of it soon.
I have no idea if it's legal where you are or not, but that is certainly bullshit.
Figure out what you want your office hours to be, and use those to define your out of office hours. Simple as that.
You know those posts that say "when I put in my time off request, I'm informing you that I won't be here. Being short staffed sounds like a management problem" or something to that effect?
Well...if you're management...
Depends on the contract you signed when you got hired. Most jobs that require for you to be on-call and you sign yes, you are obligated to fulfill that part of the contract.
You can tell them you are unavailable during weekends, however when you do, I would have another position ready as they will end up letting you go as not being a team player.
I had a job similar to that a few years ago. Everything was managed via the calendar. I simply set my unavailable from Friday 5pm to Monday 9AM. My boss would get so upset because I started working at 8AM and I constantly reminded him of my email tasks that needed to be done before 9AM and took about 55 min.
He fired me when I automated my tasks to only require about 3 hours a day of actual work. Sucked for them they had no clue how to run my automation and since they dismissed me and walked me out the door there was no time to share passwords or procedures. They called me back to work 3 weeks later which I was happy to tell them to FO! - I was already working next door at a different SW company- fools
Your employer can demand pretty much anything, as long as it doesn't violate the law.
You are free to decline, or to resign. They are free to terminate your employment.
I have a similar scenario. We're tiny office of 3. Boss likes his cake and eat it too. I'm salary also. But when it's the weekend, it's the weekend.
I would just reiterate your normal schedule, and there's no way you predict when you'll be busy or not.
Like you, no benefits here and a very meager vacation allowance.
When we work for unorganized, dysfunctional people, we end up picking up their slack. During the shift, that's one thing. After that, fuck em
I gotta read the rest of the replies.
NTA. Tell them IN WRITING that your weekends are your time. I'll bet that Management doesn't give up a minute of their weekends. Shut your phones off, or do not answer any calls from work between Ftiday evening and Monday morning. Start a vigorous Job Search immediately.
“Dear boss, this email is to notify that i am unavailable weekdays after 5:00pm until 9:00 am the following morning as well Saturdays, Sundays and all Federal and State holidays until further notice.
Why not, if it is not in his /her contract . Salary just means you are under contract to be paid for a set amount of hours, over time have been mandated in most states now if routinely required to work overtime. If not , what is the point. Work yourself to death. The last to generations have transformed salary work compensation
Just keep it reasonable: "I'm regularily out of town or otherwise occupied in my free time and not able to plan this in advance, I would try to help out in an emergency but I can't keep my weekends free nor can I plan standby time because I have other obligations."
I know that hourly employees can have mandatory OT and you can lose your job if you don’t go in. I also know legally your boss can call you on “off” hours and request you come in. If you ignore it or say no you could lose your job but most likely you’ll still qualify for unemployment. I really don’t know if that applies to salaried workers and I’d assume company policy or your contract would state either way and likely the verbiage there would make a difference.
I’d just say your time is your time, if they call pick up, when they ask say no, when they ask why say your with family and unavailable. Then start applying to new jobs because it sounds like your employer sucks and a lot of the job market is crappy so it might take a bit. So find something that respects your life a bit more! Remember a job = you selling your time to provide a service to a company in return for compensation. If you don’t have time to sell or a company is taking more than your willing to give it’s within your rights to refuse services.
I am also salary and my boss is also super weird about hours and acts as if I'm hourly. He doesn't acknowledge (or even believe) when I spend extra hours outside of work researching or working on presentations, etc. Apparently he believes these things just magically get done and it's irritating to say the least. Just tell your boss that you're unavailable during your off days and leave it at that. You aren't obligated to give them a run down of what you're doing, when and where. Unless you're being compensated for the work you do outside of normal business hours what you do in your private life when off the clock is none of their business.
No, they can't demand you tell them. But it would be easier to just tell them you're unavailable outside work hours and at all times on weekends for unpaid on-call work (or just work at all if you wouldn't go in even if they offered overtime). If they ask why, just say *personal commitments*.
If you're on salary then your job is essentially what your boss says it is and what's on your job description. Is there an on-call rotation at your place?
I've had a person that reported to me say "I'm not paid for being on call"; my response was "we have a support rotation, and when you are primary on call I expect you to answer your phone or return the call within 10 minutes and potentially be online within 30 minutes". As long as you have foresight to when you're on call this shouldn't be an issue. Or you could stomp your feet and say no, but let me know how that works when year end reviews and compensation discussions happen.
Where I am, salaried doesn't mean no overtime. It means if I stay longer to complete the job, I don't get overtime. If I leave early when it's slow, I don't get a pay cut.
If I get scheduled overtime, no matter where the work is performed, I get paid overtime. If I'm on call, I get paid for being on call.
You should check out the laws in your area.
If you need to keep your job, talk to a lawyer. I know someone who felt they were being taken advantage of but did not speak up until they retired for fear of losing their job. Then, they sued for all the hours they felt they should have been paid for, and they won. They only won because they documented everything, including all the hours worked.
This one is easy. You tell them that you are otherwise unavailable on your days off.
If they ask why, you tell them that you are unavailable and that you don;t feel comfortable revealing your personal plans.
If they ask if you will be in town, tell them that you will be unavailable.
How do we reach you? I will be unavailable.
Salary is not exempt from overtime. Please google your states criteria.
Salary is not exempt from overtime. I am repeating it because it is an old old practice to skip OT by bumping an assistant manager to salary and now expects 60hrs a week. Salary is not exempt from overtime.
Editing to add that “on-call” is considered paid work.
No. If they want to know if you'll be available on your day off, they need to pay you to be on-call. Otherwise, you are off and if they try to call you you may not answer. If you do answer, you may not be available and they have no right to ask why.
Regarding wfh not being work? If you are doing anything for tge company's benefit, its work, period. If they dont want to let you wfh that's their right, but that literally means they will needd to officially schedule you any time they want you to work. If that's outside your normal hours, they're SOL if you choose not to.
They are trying something lots of amateur companies try. They are using salary to turn you into an indentured servant. Start looking for a new job asap. Ignore the request about your time off. Refuse any at home work. Any job is better than that place.
Keep it simple. Tell employer that if something is needed, can call and if I answer that is great but if not please leave me a voicemail and I will check it when I'm back around my phone.
Let employer know texting is not a great formal mode of communication where something emergent has come up. You don't text emergency services do you?
Are you going to wait until they start hitting you before you quit?
I’m not paid mileage, no benefits, no pto, no paid holidays. It’s a shitty company.......THEN WHY ARE YOU THERE???????????????
Oh that's easy... if you aren't on the clock, you're not available. And yes, doing work at home absolutely counts. If they don't want that to count towards your contracted hours, it doesn't get done.
You can tell em outright, your scheduled shift is your available time. You do not work outside of your work hours. But they'll likely go find a replacement who's desperate enough to bend over backwards for them, if you're not willing to.
Good suggestions here.
For some reason my brain went "malicious compliance" on this one.
Whip up a schedule.
* Sleeping from 10:00pm to 3:25am
* Urinating from 3:25am to 3:30am, available for a call
* Sleeping from 3:30am to 6:20am
* Masturbating from 6:20am to 6:30am, available for a call
* Shower from 6:30am until 7:00am, available for a call
* Breakfast from 7:00am to 7:15am, happy to share my cereal if you call
... and so on.
Make them regret demanding to know what you're doing on your downtime.
You are going out of town every Friday at 5 PM to visit your ailing mom and you're driving directly to the office to arrive at 9 am on Monday. Unavailable otherwise. Every single weekend.
So yes but no. I'd suggest keeping a record of all conversations and have a sit in with HR. Make sure you have a CYA folder before you go to HR but once you sit down you need to ask them for verification of if you're salary or hourly. Also keep track of anytime they ask you to work. A lot of this is more federal law, states laws can vary. The biggest part here is if you are signed as a hourly employee they schedule you for set hours and pay you for those hours. Anything outside of that is most your time and they'll have to pay for that time. Salary is complicated but they have to be paid a set minimum per month.
I'd send an email. Hi Mr. Scrooge, following up on our conversation.
I am available m-f between 9am and 5pm normal working days.
I am unavailable on any holidays, or before 9am or after 5pm Monday through Friday and I am also completely unavailable every weekend."
I would also go find another job. Start applying.
Paaalease do not indulge them with a reply to this. You are unavailable unless you are onsite working. If they don’t like it they can fire you and you can sue them.
This is an easy one. You bring up a fake elderly relative. You speak about them coming to live with you. And that you are their primary caregiver and your weekends and after hours are not available due to this.
Very specifically ask if they are asking that you be on call and what the pay is for that. When they say you are not on call ask them to assume you are unavailable due to travel and family responsibilities that cannot be rescheduled without prior notice. If you want on-call pay tell them you may be open to that based on the rate and with prior notice so that you have backup for family responsibilities. Be professional and clear, and dont back down. If you feel an explanation is needed say if you must have backup for on call you have to pay for that and being on call is not worth less than $$/hour.
When you are salaried, you are paid for the job, not by the hour. If part of your job is to cover for people who call in, then you are paid for that in your salary.
I hope you have another tab open with your resume right now. Their lack of training, staffing and planning is not your problem. Seriously poor boundaries.
Keep randomly emailing them about more time you are busy.
Monday email: I’m unavailable Saturday from 5-10
Tuesday email: I’m unavailable Friday from 6-8
Wednesday morning email: I’m unavailable Saturday from 12-4 and Sunday from 8-10
Wednesday afternoon email: I’m unavailable on Sunday from 10:30-6
It would have to depend if you have a set schedule or you work some sort of rotating, split schedule , if you have a set schedule, you have a set schedule, it is not your responsibility to inform anyone of your plans when you are off, unless you are on call, if you are on call make sure you are being compensated while "on call" since you cannot enjoy your time off.
I would seriously get this request in writing in some form, or at the very least, send an email to the boss describing what was requested and ensuring you understand the request.
The company is likely, depending on location, way out of line, and having some documentation is going to be helpful when this goes sideways.
There is a lot that depends on a variety of factors. One is your jurisdiction, as requirements and restrictions on what employers can do and what protections you have can vary quite a bit from state to state.
The biggest question is whether you're properly classified as an exempt employee, just because you're paid a salary doesn't mean you're automatically an exempt employee that can be compelled to work or be available the extra time without extra compensation. For example, for the different kinds of exempt employees in addition to other factors there are minimum thresholds for compensation before you can be considered exempt and working fewer hours can't diminish your compensation. Department of Labor's site says your salary has to be effectively greater than $27.63/hr, and the amount you're compensated can't be reduced because you performed less work, but some states afford additional protections.
In general they can demand you inform them but as long as you're working your agreed hours and performing the responsibilities you agreed to there isn't much they can do if you simply aren't available.
>Is there a link you can share about the $27.63 thing? Mine and my coworkers’ salary is significantly lower than that
Uh-ooh, maybe the employer is telling you that you are salaried exempt but is breakin' the law.
Cite: https://www.dol.gov/agencies/whd/fact-sheets/17g-overtime-salary
Is the company open during your days off? Is their any business reason why you couldn't work on your days off? You say you are managenrnt, but is management required in weekends as well as during the week? If so, the company may have a legitimate need to know your availability.
As others have suggested, just provide it showing weekends and other times off.
It's not required, but it depends on the organization. I used to get on-call pay at my previous job and was salaried. It was under minimum wage, but take all the hours in a week and subtract 40 and it's still a nice bonus while on call.
I guess I am not sure where you have been but on call pay , over time pay, a certain salary for a certain amount of hours are all standard in the corporate world the 70s 80s work to death are over, mileanils and Gen Z will not do it, have sued to make that possible. Up to the supreme Court. Several small companies lost entire work forces of unrealistic house for a horrible salary. The American work life is changing just not fast enough
I am 67 little boy. I seen it happen, I worked one salary job at 21, never did again. Why be abused by over educated , untrain monsters. , always hiuly and commission. I have paid for 5 bedroom home. , I also live in a state that did most of those advancement in compensation 25 - 30 year ago. So dream on yourself youngster
That’s fine. You are unavailable all weekend till the end of the year. Easy.
"when I'm off I'm off". Nobody owns your time off the clock. What a joke. They sound toxic and dysfunctional. Probably not going to get better. I'd find a place run by humans for humans.
Make it in writing, probably can be generated is excel. Unavailable from 'end of workday' friday untill 'stary of workday' monday or whatever the days are, input actual start and end times, insert actual dates, make it all the way to december 2026....
better yet, maybe a flowchart? How to know if I am available: first question, am I scheduled to work? If the answer is yes, then I’m available, if the answer is no then I’m unavailable.
And this should of course be done during work hours.
My normal work days are Monday through Friday 8AM to 5PM. Any hours beyond those I am off and unavailable. This applies from this moment to the end of time. Sincerely OP... ;)
You can schedule emails to go out at a later time. Imagine how furious this boss would be to get an email at 5:01 PM every Friday saying "Just letting you know I'll be unavailable until Monday morning at 6:00 AM, per your instructions that I tell you every time I'm not available for work."
Ha! well said! Right down to the 👉
I love this!
Available when being paid, unavailable when not.
Until the end of time, more like.
if you have no benefits, no pto, no holidays but are only salary, the salary is only there to exploit your hours without having to pay OT. so assuming your salary isn't so high it makes up for all that and then some you just tell them you're unavailable on weekends in general.
Oh 100%. Not my first rodeo, I just needed something at the time, but this job feels abusive and overall shitty
"Salary does not equal infinite hours and when calculated down my salary is on par for market rate for my role. Working over 40hr/wk devalues my work and disrespects my time. As such I schedule and plan my personal and familial obligations around my working schedule. My personal and familial obligations are not up for negotiation, nor are they movable. Given that I am not compensated for federally recognized "waiting time" or federally recognized "on call" time as disclosed it's time theft by the company should you refuse regardless of the fact that I am a salaried employee then I am unavailable between 5pm and 8am M-F and all 24hrs of Sat/Sun for the remainder of my employment with this company. Lastly I am not obligated to inform you regularly of am availability that had not changed nor is expected to change in the future. I have been professional in making sure I am communicating however considering that professional courtesy is being abused moving forward my number will be unavailable for any sort of contact when I'm not at work"
FYI, if I received this from a direct report, they would move to the top of my list for removal if I needed to do a layoff. If you're not willing to.help out your co-workers on a rare support call for a production issue then you aren't the type of person I want around.
Ah.... So you exploit your employees... got it.... Salary isn't infinite and I don't care if it's "rare". I'm unavailable outside of M-F 8-5 and that needs to be respected.... If it's so rare, then YOU can take the task
I agree that an email like this would put OP at the top of the "fire them" pile but only because it's clear they can't be exploited. So employers wouldn't like then anymore if they can't use them and abuse them.
If you pay a high enough salary then you won’t have an issue getting help from your salaried employees on that “rare” support call.
I think the hope is that once you pull this shit, they’ll start looking for a new job anyway.
I assume you’re over the threshold for exempt overtime in US by dollar amount?
Yup me too
'I available 8:30am to 5pm, Monday to Friday with lunch break (unavailable) from noon to 1. I am unavailable from 5pm to 8:30am. On weekends, I am unavailable from Friday from 5pm to Monday at 8:30am." Unless you have 'on call' time written into your contract, 'salaried' does not mean 'work 24/7'.
Oh I don’t get lunch breaks lol. No one in the company does
It’s probably goes without saying but I hope you’re looking for a new job.
I think that's illegal, at least in most of the US for most positions with shifts over 4(?) hours. They might be unpaid, but pretty sure they are required.
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What about California for one? https://www.orangecountyworkerscompensation.com/practice-area/employment-law/meal-and-rest-breaks-for-salaried-exempt-workers#:\~:text=A%20rest%20period%20should%20not,included%20in%20the%20time%20worked.
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I would hardly call California miniscule. That reference was from a specific county, but the law covers the entire state, I merely pasted the first google search.
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In case you are thinking it's only California with meal breaks, here is a summary by state. [https://www.postercompliance.com/blog/breaks-and-meals-by-state/](https://www.postercompliance.com/blog/breaks-and-meals-by-state/)
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I agree with you. In Illinois, it is required that your employer give a 20 minute break starting no later than 5 hours after the start of your shift if you work 7.5 hours or more. If you work 12 hour shifts, you’re entitled to a second 20 minute break. I have had previous employers hound me about not taking a break because they didn’t want to get into trouble. Now at my current job (which would be an exception to the rule because it has to do with safety), I do not take a break away from work because I have to be with my patient at all times. So, I just scarf down snacks on the rare occasion that I have a minute. Reasonable bathroom breaks don’t count as the break required by state law (although I’m lucky to get those most days and I work 12-14 hour shifts 😂). There are a few exceptions, like in my case, if it’s a safety issue. But if you don’t get a break you can file a complaint with the state labor board and as long as the employer doesn’t have a good reason for not allowing the break (which in many cases they don’t) they will be required to pay the employee $250-$500 for each offense, depending on how many employees they have.
NICE
I checked several sources, and here is a more official [CA.gov](http://CA.gov) source: [https://www.dir.ca.gov/dlse/FAQ\_MealPeriods.html](https://www.dir.ca.gov/dlse/FAQ_MealPeriods.html)
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California and new york are about the only states that require a lunch break for employees. There might be a few more that im forgetting, but generally if you are over 18 in most states you are not entitled to a lunch break.
Illinois too
I live in Washington state, and here a meal period is required for all workers, even salaried, who work over 5 hours. They also get a 20 minute paid rest period. I used to live in California, and a meal period was also required for salaried employees there. No paid rest period though.
Most states do not have laws on the books regarding this. It's been quite a few years, but I actually worked for an employer who tried to remove all breaks, including lunch. They had me call all labor related state agencies and find out what the federal requirements were. Ngl I was pretty shook to find out that it wasn't illegal to make people work full shifts without a break. Having a break is a suggestion, not a right in most cases.
Right, no federal laws. I was a little surprised when checking into it. That said, a fair number of states do have some requirements. [https://www.postercompliance.com/blog/breaks-and-meals-by-state/](https://www.postercompliance.com/blog/breaks-and-meals-by-state/)
Looks like the laws haven't changed for my state. Pretty sad but unsurprising.
Time to leave. And report them
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For seemingly illegal practices? Seems at least unethical. Maybe i read that wrong
Check the Dept of Labor for breaks and lunches for your state. That could be illegal
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You don’t know where OP lives, or their line of work so it may be illegal where they are…
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It is in my state, depending on how long your shift is and your line of work. In my state, if you work 7.5 hours, your employer is required to give you a 20 minute break within the first 5 hours of your shift. If you work 12 hours, you are entitled to another 20 minute break. One of the few exceptions would be if it’s a safety issue (which it is in my line of work). You can file a complaint with the department of labor and if the employer didn’t have a good reason to refuse your break, they are required to pay the employee a fine of $250-$500 depending on the size of the company. ETA: source regarding the ODRISA law in Illinois https://labor.illinois.gov/content/dam/soi/en/web/idol/laws-rules/fls/documents/odrisa-amendments-01-01-2023.pdf
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And you might have missed the part where I said depending on the person’s line of work and how many hours they work. As well as the part where I said there are exceptions 💁♀️
Well, leave that bit out, I suppose.
Amen!
I mean, unfortunately that’s exactly what salaried employee means. You can choose to leave, but this is why you don’t take a salaried position.
"My availability is in keeping with the published On-Call reimbursement policies of the company" "Wait are talking about?! We don't Have any!" "Correct. My availability to be On-Call is non-existant."
This. You should get extra pay for being available off hours, or at least a rotation with others. Otherwise, assume unavailable, and if they are lucky you might be available but the company shouldn't expect it without it either being paid extra, or written explicitly in your job description, and without it being written explicitly in your job description they can't demand such information.
You forgot "Too-da-loo!" With a raise of the coffee mug, of course!
The only reason they could make you do that is if you are officially on-call. Some jobs have expectations that you are available only for emergencies. Some have management or other employees be on-call periodically. Outside of that, they can't make you provide your availability on your days off.
"I'm unavailable during my time off, as per company policy"
lol, bold of you to assume that’s this company’s policy
As per personal policy.
Yes, I would say. My dad was a salary employee in the oil field for 25 years. Someone ALWAYS had to be on-call. What that meant was that each supervisor/salary person who is qualified would take turns being on-call on the weekends. My dad carried a pager around when he was on-call and was required to stay in town on those days. There wasn't any extra pay associated with it, even if he got called in. He missed my 1st Communion service and half a Christmas program because he got called in. But that's not all. One time, the well blew up. He was working 20 hours a day for weeks. no extra pay. Ask your boss exactly what is expected of you. We are talking holidays, weekends, vacation, the whole lot. My dad had to take turns being on-call on holidays like Xmas, and he would know a year ahead of time when it was his turn. Company paid cell phone should be provided to you if you are supposed to be on-call. Some companies will have people borrow a phone, and hand it off to the next guy like a baton in a relay race. Make no mistake, your boss shouldn't be exempt from taking turns being on-call. it should he clear who is on-call and when and be posted at work where everyone can see the schedule. good luck.
Guaranteed a toxic manager's response would be something like "I just need you available for any emergencies. That's part of your job. We're just asking you to answer your phone." and "I won't be part of the on-call because I'm always on-call in case the on-call person needs escalation."
I would have to get that in writing. If the "toxic manager" writes that down, it would get interesting. Are salary employees considered to be working 24/7 365? Nights, holidays, weekends, and the 8-5 shift? Toxic manager can't be serious. HR can deal with the toxic manager. I am a professional, and I do get called in to work overtime sometimes. There are other people they can call if I'm not available. But the procedures are written down. What is expected of me is in writing. Both for employees and supervision. They have to follow their own procedures, too. And yes, my boss and my boss' boss take turns being on-call. Is op the only front-line employee? There is one person I know of at my company whose department was downsized at one point. He is expected to answer the phone and there isn't anyone else. It's wild. One time he fell asleep at 7 pm. (has a 6 month old) and the next day he had to be talked to because he didn't answer the phone. The only part that is helping him is he is hourly. So if he gets called in, it's overtime pay.
I think a lot of shops are more willing to write down stupid, abusive, and illegal policies than you'd think. How rare is it to actually get sued by an employee, despite what pop culture would tell you?
I get what you are saying. But still, get it in writing anyway. Then, attend meetings to discuss the written policy. Policy can change as more people give input. I've never had to deal with a bad boss, to be honest. But I've seen my fair share of, we have this written Policy, employee then follows the policy, (things happen) hr meetings happen, employees whips out a copy of written Policy that she followed, no disciplinary action is then taken.
I saw an example of just that! An on-call employee went shopping in a outlet warehouse. No cell service. He was shopping for hours (the place was huge), comes in the next day to a write-up. Employee says show me the policy I violated. His manager sends him this ridiculous list of "rules" that were obviously created right then like "if you will be out of cell range for more than 5 minutes you must contact your manager." And "if you miss a call you must contact the CIO and explain why". He said you just made that. That's not written down anywhere. Forwards it to HR. HR takes one look at it and says "disregard these rules and the write-up, just follow the published policy". I'm pretty sure HR realized those rules (which were formally enforced but not written down) being written down would be an easy win for back pay lawsuits since they weren't paying us for that time and we were expected to be able to "live our lives"
No. If it's your scheduled time off obviously you're unavailable. I'd say that. If you're not on call they can pound sand
This is an hourly job that doesnt want to pay overtime. Bounce
This weekend I'll be unavailable. Next weekend I'll be unavailable. The weekend after that I'll be unavailable. The weekend after that I'll be unavailable. The weekend after that I'll be unavailable. The weekend after that I'll be unavailable.
The whole work from home line is total shit. If you are doing it the approval came from somewhere. You can make sure that stupid illegal rule goes away but the retaliation might be no more WFH. Don't back down on the weekend work
They can demand. You can comply or not. If they can't replace you, they'll tolerate your giving them a "nope." Salaried exempt doesn't really have to pay you to be on-call, though. You pretty much don't have time off the clock. (I know, seems sketchy but that's the whole "salary" thing.)
Additionally, if you're not planning on being there long anyway: they can demand and you just don't do it. You could argue with them and paint a target on your back. You probably won't change anything. Or you just ignore it and make them yell at you. I did this at a job. I hated it. They'd wake me up multiple times a night for a week every other week. And I was looking for other work. But in the interim, I just let things happen. Missed a couple calls one night? I haven't slept in days due to work, I'm only human, I slept right through it. The best part is those calls then rolled up to the managers forcing us to do this. When they'd yell at me, I'd agree with them: it is completely unacceptable to get woken up multiple times each night. I can understand why they'd be mad at that.
I would just push back and let them know that on your off days you are entirely unavailable. This sounds like a miserable work environment. I hope you’re able to get out of it soon.
I have no idea if it's legal where you are or not, but that is certainly bullshit. Figure out what you want your office hours to be, and use those to define your out of office hours. Simple as that.
You know those posts that say "when I put in my time off request, I'm informing you that I won't be here. Being short staffed sounds like a management problem" or something to that effect? Well...if you're management...
Management gets time off, too, my guy.
I didn't say otherwise, my buddy.
Depends on the contract you signed when you got hired. Most jobs that require for you to be on-call and you sign yes, you are obligated to fulfill that part of the contract.
You can tell them you are unavailable during weekends, however when you do, I would have another position ready as they will end up letting you go as not being a team player.
I had a job similar to that a few years ago. Everything was managed via the calendar. I simply set my unavailable from Friday 5pm to Monday 9AM. My boss would get so upset because I started working at 8AM and I constantly reminded him of my email tasks that needed to be done before 9AM and took about 55 min. He fired me when I automated my tasks to only require about 3 hours a day of actual work. Sucked for them they had no clue how to run my automation and since they dismissed me and walked me out the door there was no time to share passwords or procedures. They called me back to work 3 weeks later which I was happy to tell them to FO! - I was already working next door at a different SW company- fools
"If it's my day off, or I'm not on company property, I'm unavailable". Done.
Your employer can demand pretty much anything, as long as it doesn't violate the law. You are free to decline, or to resign. They are free to terminate your employment.
Would just give them a cleanser with every day I have off x”ed out
I have a similar scenario. We're tiny office of 3. Boss likes his cake and eat it too. I'm salary also. But when it's the weekend, it's the weekend. I would just reiterate your normal schedule, and there's no way you predict when you'll be busy or not. Like you, no benefits here and a very meager vacation allowance. When we work for unorganized, dysfunctional people, we end up picking up their slack. During the shift, that's one thing. After that, fuck em I gotta read the rest of the replies.
Okay so most of the people say they can't do that, but the other half say they can.
NTA. Tell them IN WRITING that your weekends are your time. I'll bet that Management doesn't give up a minute of their weekends. Shut your phones off, or do not answer any calls from work between Ftiday evening and Monday morning. Start a vigorous Job Search immediately.
Okay so most of the people say they can't do that, but the other half say they can.
I’d just give them the hours they’re open lol
Just tell them after work you're not available. Ever.
They don’t own your time, they rent portions of it and none of that is on the weekend!
Are you part of IT?
“I am out of town every weekend. And every day after 6pm.”
You are off on personal business. What business? It’s personal.
“Dear boss, this email is to notify that i am unavailable weekdays after 5:00pm until 9:00 am the following morning as well Saturdays, Sundays and all Federal and State holidays until further notice.
You are unavailable during your days off and you have no phone signal where you are those days.
Why not, if it is not in his /her contract . Salary just means you are under contract to be paid for a set amount of hours, over time have been mandated in most states now if routinely required to work overtime. If not , what is the point. Work yourself to death. The last to generations have transformed salary work compensation
Talk with HR or labor board
Just keep it reasonable: "I'm regularily out of town or otherwise occupied in my free time and not able to plan this in advance, I would try to help out in an emergency but I can't keep my weekends free nor can I plan standby time because I have other obligations."
Just reply that if they want you to be available and on call, you would like an appointment to discuss timeliness and compensation.
I know that hourly employees can have mandatory OT and you can lose your job if you don’t go in. I also know legally your boss can call you on “off” hours and request you come in. If you ignore it or say no you could lose your job but most likely you’ll still qualify for unemployment. I really don’t know if that applies to salaried workers and I’d assume company policy or your contract would state either way and likely the verbiage there would make a difference. I’d just say your time is your time, if they call pick up, when they ask say no, when they ask why say your with family and unavailable. Then start applying to new jobs because it sounds like your employer sucks and a lot of the job market is crappy so it might take a bit. So find something that respects your life a bit more! Remember a job = you selling your time to provide a service to a company in return for compensation. If you don’t have time to sell or a company is taking more than your willing to give it’s within your rights to refuse services.
So when you work from home, you can’t include those hours on your timesheet (if you’re using timesheets)? What type of business is this?
They can't stop you from finding another job and quitting.
If working from home "doesn't count" then don't do it.
I am also salary and my boss is also super weird about hours and acts as if I'm hourly. He doesn't acknowledge (or even believe) when I spend extra hours outside of work researching or working on presentations, etc. Apparently he believes these things just magically get done and it's irritating to say the least. Just tell your boss that you're unavailable during your off days and leave it at that. You aren't obligated to give them a run down of what you're doing, when and where. Unless you're being compensated for the work you do outside of normal business hours what you do in your private life when off the clock is none of their business.
If they want you to be available like this then they need to pay you an on call rate for your off time
Time to dust off the resume.
Not unless they’re paying you to be “ on call.” Your off time is not regulated in any way by your job
No, they can't demand you tell them. But it would be easier to just tell them you're unavailable outside work hours and at all times on weekends for unpaid on-call work (or just work at all if you wouldn't go in even if they offered overtime). If they ask why, just say *personal commitments*.
If you're on call you're getting paid. If it's time off it's none of their business where you are
If you're on salary then your job is essentially what your boss says it is and what's on your job description. Is there an on-call rotation at your place? I've had a person that reported to me say "I'm not paid for being on call"; my response was "we have a support rotation, and when you are primary on call I expect you to answer your phone or return the call within 10 minutes and potentially be online within 30 minutes". As long as you have foresight to when you're on call this shouldn't be an issue. Or you could stomp your feet and say no, but let me know how that works when year end reviews and compensation discussions happen.
Where I am, salaried doesn't mean no overtime. It means if I stay longer to complete the job, I don't get overtime. If I leave early when it's slow, I don't get a pay cut. If I get scheduled overtime, no matter where the work is performed, I get paid overtime. If I'm on call, I get paid for being on call. You should check out the laws in your area. If you need to keep your job, talk to a lawyer. I know someone who felt they were being taken advantage of but did not speak up until they retired for fear of losing their job. Then, they sued for all the hours they felt they should have been paid for, and they won. They only won because they documented everything, including all the hours worked.
This one is easy. You tell them that you are otherwise unavailable on your days off. If they ask why, you tell them that you are unavailable and that you don;t feel comfortable revealing your personal plans. If they ask if you will be in town, tell them that you will be unavailable. How do we reach you? I will be unavailable.
Lol I am unavailable on my day off until further notice as long as I am employed at your company
We leave on weekends to our remote cabin. No service. Sorry.
Salary is not exempt from overtime. Please google your states criteria. Salary is not exempt from overtime. I am repeating it because it is an old old practice to skip OT by bumping an assistant manager to salary and now expects 60hrs a week. Salary is not exempt from overtime. Editing to add that “on-call” is considered paid work.
No. If they want to know if you'll be available on your day off, they need to pay you to be on-call. Otherwise, you are off and if they try to call you you may not answer. If you do answer, you may not be available and they have no right to ask why. Regarding wfh not being work? If you are doing anything for tge company's benefit, its work, period. If they dont want to let you wfh that's their right, but that literally means they will needd to officially schedule you any time they want you to work. If that's outside your normal hours, they're SOL if you choose not to.
I'd be saying consider me out of town every day off & weekend
They are trying something lots of amateur companies try. They are using salary to turn you into an indentured servant. Start looking for a new job asap. Ignore the request about your time off. Refuse any at home work. Any job is better than that place.
Keep it simple. Tell employer that if something is needed, can call and if I answer that is great but if not please leave me a voicemail and I will check it when I'm back around my phone. Let employer know texting is not a great formal mode of communication where something emergent has come up. You don't text emergency services do you?
You are an avid camper, hiker, skier and are generally off grid. Sorry!
Are you going to wait until they start hitting you before you quit? I’m not paid mileage, no benefits, no pto, no paid holidays. It’s a shitty company.......THEN WHY ARE YOU THERE???????????????
Oh that's easy... if you aren't on the clock, you're not available. And yes, doing work at home absolutely counts. If they don't want that to count towards your contracted hours, it doesn't get done.
You can tell em outright, your scheduled shift is your available time. You do not work outside of your work hours. But they'll likely go find a replacement who's desperate enough to bend over backwards for them, if you're not willing to.
Like someone else said, you’re not available on weekends ever. You’re out of town every weekend from now until you quit this job. Done.
Spruce up your resume and find a Good company to work for.
Good suggestions here. For some reason my brain went "malicious compliance" on this one. Whip up a schedule. * Sleeping from 10:00pm to 3:25am * Urinating from 3:25am to 3:30am, available for a call * Sleeping from 3:30am to 6:20am * Masturbating from 6:20am to 6:30am, available for a call * Shower from 6:30am until 7:00am, available for a call * Breakfast from 7:00am to 7:15am, happy to share my cereal if you call ... and so on. Make them regret demanding to know what you're doing on your downtime.
Tell them you are always unavailable then. Don't do it.
You are going out of town every Friday at 5 PM to visit your ailing mom and you're driving directly to the office to arrive at 9 am on Monday. Unavailable otherwise. Every single weekend.
If your employer is bothering you on your personal time, shit better be on fire.
What does “technically salaried” mean?
Can they? Yeah probably. Should they? Yeah probably not.
So yes but no. I'd suggest keeping a record of all conversations and have a sit in with HR. Make sure you have a CYA folder before you go to HR but once you sit down you need to ask them for verification of if you're salary or hourly. Also keep track of anytime they ask you to work. A lot of this is more federal law, states laws can vary. The biggest part here is if you are signed as a hourly employee they schedule you for set hours and pay you for those hours. Anything outside of that is most your time and they'll have to pay for that time. Salary is complicated but they have to be paid a set minimum per month.
I'd send an email. Hi Mr. Scrooge, following up on our conversation. I am available m-f between 9am and 5pm normal working days. I am unavailable on any holidays, or before 9am or after 5pm Monday through Friday and I am also completely unavailable every weekend." I would also go find another job. Start applying.
Yeah sure. I am officially unavailable between the hours of every weekday and always unavailable on the weekends. That work boss man?
Paaalease do not indulge them with a reply to this. You are unavailable unless you are onsite working. If they don’t like it they can fire you and you can sue them.
This is an easy one. You bring up a fake elderly relative. You speak about them coming to live with you. And that you are their primary caregiver and your weekends and after hours are not available due to this.
This isn’t going to change or get better. You’re better off exploring other options. Maybe a larger company that won’t micromanage your life so much.
The number of times I have told management I am unavailable…
Very specifically ask if they are asking that you be on call and what the pay is for that. When they say you are not on call ask them to assume you are unavailable due to travel and family responsibilities that cannot be rescheduled without prior notice. If you want on-call pay tell them you may be open to that based on the rate and with prior notice so that you have backup for family responsibilities. Be professional and clear, and dont back down. If you feel an explanation is needed say if you must have backup for on call you have to pay for that and being on call is not worth less than $$/hour.
I wouldn't tell then when I was available or wasn't available .
Nope. On call availability costs wayyyyy extra round here, friend
When you are salaried, you are paid for the job, not by the hour. If part of your job is to cover for people who call in, then you are paid for that in your salary.
I hope you have another tab open with your resume right now. Their lack of training, staffing and planning is not your problem. Seriously poor boundaries.
Keep randomly emailing them about more time you are busy. Monday email: I’m unavailable Saturday from 5-10 Tuesday email: I’m unavailable Friday from 6-8 Wednesday morning email: I’m unavailable Saturday from 12-4 and Sunday from 8-10 Wednesday afternoon email: I’m unavailable on Sunday from 10:30-6
Start liking for a new job just tell him when you’re gone and don’t work from home
Nope. When I’m not at work don’t call me or text me about it. I’m not an on call employee and if you email me I’ll get back to you my next work day.
It would have to depend if you have a set schedule or you work some sort of rotating, split schedule , if you have a set schedule, you have a set schedule, it is not your responsibility to inform anyone of your plans when you are off, unless you are on call, if you are on call make sure you are being compensated while "on call" since you cannot enjoy your time off.
I would seriously get this request in writing in some form, or at the very least, send an email to the boss describing what was requested and ensuring you understand the request. The company is likely, depending on location, way out of line, and having some documentation is going to be helpful when this goes sideways.
There is a lot that depends on a variety of factors. One is your jurisdiction, as requirements and restrictions on what employers can do and what protections you have can vary quite a bit from state to state. The biggest question is whether you're properly classified as an exempt employee, just because you're paid a salary doesn't mean you're automatically an exempt employee that can be compelled to work or be available the extra time without extra compensation. For example, for the different kinds of exempt employees in addition to other factors there are minimum thresholds for compensation before you can be considered exempt and working fewer hours can't diminish your compensation. Department of Labor's site says your salary has to be effectively greater than $27.63/hr, and the amount you're compensated can't be reduced because you performed less work, but some states afford additional protections. In general they can demand you inform them but as long as you're working your agreed hours and performing the responsibilities you agreed to there isn't much they can do if you simply aren't available.
Is there a link you can share about the $27.63 thing? Mine and my coworkers’ salary is significantly lower than that
>Is there a link you can share about the $27.63 thing? Mine and my coworkers’ salary is significantly lower than that Uh-ooh, maybe the employer is telling you that you are salaried exempt but is breakin' the law. Cite: https://www.dol.gov/agencies/whd/fact-sheets/17g-overtime-salary
Is the company open during your days off? Is their any business reason why you couldn't work on your days off? You say you are managenrnt, but is management required in weekends as well as during the week? If so, the company may have a legitimate need to know your availability. As others have suggested, just provide it showing weekends and other times off.
Absolutely tell them you will tell them that information when you are paid to be on call. , after that none of their busniess
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It's not required, but it depends on the organization. I used to get on-call pay at my previous job and was salaried. It was under minimum wage, but take all the hours in a week and subtract 40 and it's still a nice bonus while on call.
I guess I am not sure where you have been but on call pay , over time pay, a certain salary for a certain amount of hours are all standard in the corporate world the 70s 80s work to death are over, mileanils and Gen Z will not do it, have sued to make that possible. Up to the supreme Court. Several small companies lost entire work forces of unrealistic house for a horrible salary. The American work life is changing just not fast enough
I am 67 little boy. I seen it happen, I worked one salary job at 21, never did again. Why be abused by over educated , untrain monsters. , always hiuly and commission. I have paid for 5 bedroom home. , I also live in a state that did most of those advancement in compensation 25 - 30 year ago. So dream on yourself youngster
Clearly you are not a Team Player... You don't care about the Company... you should move on.... And Also tell your Boss when you are Not Available....
Look, I certainly hope this is sarcasm. Because then it's sorta funny. Otherwise, go away troll. Go back to your little dungeon.