Hourly vs Salary?
- Thread starter ultrarunner
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Oaktree
Super Member
Keep in mind that some of this boilerplate language is there to give them a legal way to terminate employees who are just not working out, deadwood, etc. From what you've said so far, this doesn't sound like anything you have to worry about. And if the new owners don't appreciate your contributions do you really want to work there? You sound like you have a fairly impressive resume if you need to look elsewhere.
How close to retirement age are you? If it's 5 or less years away, you might just want to go along with whatever they want knowing you're a relative short-timer.
jerrybob
Elite Member
Exactly why I say.....go enjoy life.......get out of the corp. life as soon as you can........good luck!
dmccarty
Super Star Member
Well, I read all nine pages. :shocked::laughing::laughing::laughing:
One of my impressions from reading what Ultra does over the years is that Ultra has a manager(salaried) position BUT Ultra gets his hands dirty getting things done. The later is partly because this is what Ultra wants to do but is has also sounded liked Ultra needs to do the work because there is nobody else to do the work.
Frankly, I don't see how Ultra's job responsibilities are an hourly position. Ultra does some work that should be hourly but it seems from my reading over the year the position is mainly a professional one, i.e., salary.
My first thought reading though the thread is that Ultra needs to know the applicable laws, not only OT rules/regulations but also Federal and State law/regulations regarding salary vs hourly positions. That means finding a good labor lawyer to discuss this situation to find out what applies. Knowledge is power. This does not mean one has to get a lawyer INVOLVED with the hospital. Just find out the legalities of what is happening.
Given that the new supervisor knows Ultra, the following advice might be moot, but I would suggest that Ultra document ALL of what he does, every little detail, and provide it up the chain. This is to let them know what you do but also helps prepare your resume.
If Ultra is not on LinkedIn, then get on LinkedIn. I get recruiters contacting me all of the time. Some are just fishing but some are serious.
My company was sued by some employees because they were salaried and the wanted OT. Now, the reality was they were made salary so the company could work them more than 40 hours and NOT pay, so the employees were correct on one hand. As a result of the lawsuit, the employees were made hourly, they took a 10% pay cut if I remember correctly, and they no longer had OT. The two people I know that were in that position have since been laid off.
I am salaried and have been working more OT than usual. If I was hourly, I would be getting higher pay because of OT or working just 40 hours. Either would be acceptable. As it is now, I get nothing but a better chance to keep my job by working the OT.
One of my pet peeves is the word "resource." A resource is a chair, a building, a truck, a bulldozer, a computer, etc. I AM NOT A F^&*()ing resource. The reason the R word is used by managers is to ease their mental anguish when layoffs occur. It is much easier to layoff a resource instead of a person. It is like surplusing an old computer system. One can surplus a system, old furniture, or people. Tis all the same. The mindset of using the R word is telling. I started working in PERSONNEL not Human Resources where the word Human is often dropped.
Later,
Dan
One of my impressions from reading what Ultra does over the years is that Ultra has a manager(salaried) position BUT Ultra gets his hands dirty getting things done. The later is partly because this is what Ultra wants to do but is has also sounded liked Ultra needs to do the work because there is nobody else to do the work.
Frankly, I don't see how Ultra's job responsibilities are an hourly position. Ultra does some work that should be hourly but it seems from my reading over the year the position is mainly a professional one, i.e., salary.
My first thought reading though the thread is that Ultra needs to know the applicable laws, not only OT rules/regulations but also Federal and State law/regulations regarding salary vs hourly positions. That means finding a good labor lawyer to discuss this situation to find out what applies. Knowledge is power. This does not mean one has to get a lawyer INVOLVED with the hospital. Just find out the legalities of what is happening.
Given that the new supervisor knows Ultra, the following advice might be moot, but I would suggest that Ultra document ALL of what he does, every little detail, and provide it up the chain. This is to let them know what you do but also helps prepare your resume.
If Ultra is not on LinkedIn, then get on LinkedIn. I get recruiters contacting me all of the time. Some are just fishing but some are serious. My company was sued by some employees because they were salaried and the wanted OT. Now, the reality was they were made salary so the company could work them more than 40 hours and NOT pay, so the employees were correct on one hand. As a result of the lawsuit, the employees were made hourly, they took a 10% pay cut if I remember correctly, and they no longer had OT. The two people I know that were in that position have since been laid off.
I am salaried and have been working more OT than usual. If I was hourly, I would be getting higher pay because of OT or working just 40 hours. Either would be acceptable. As it is now, I get nothing but a better chance to keep my job by working the OT.
One of my pet peeves is the word "resource." A resource is a chair, a building, a truck, a bulldozer, a computer, etc. I AM NOT A F^&*()ing resource. The reason the R word is used by managers is to ease their mental anguish when layoffs occur. It is much easier to layoff a resource instead of a person. It is like surplusing an old computer system. One can surplus a system, old furniture, or people. Tis all the same.
The mindset of using the R word is telling. I started working in PERSONNEL not Human Resources where the word Human is often dropped. Later,
Dan
riptides
Super Member
...One of my pet peeves is the word "resource." A resource is a chair, a building, a truck, a bulldozer, a computer, etc. I AM NOT A F^&*()ing resource. The reason the R word is used by managers is to ease their mental anguish when layoffs occur. It is much easier to layoff a resource instead of a person. It is like surplusing an old computer system. One can surplus a system, old furniture, or people. Tis all the same.
Later,
Dan
LOL. Your a resource just as the corporations are not people. ROTFL.
dickfoster
Elite Member
All of the above are reasons that I always tried to work for small companies and startups. Working for a large company will always be working for wages anyway and in my experence you'll never get very far that way. Plus you will usually be somewhat anonymous therefore somewhat expendable. Riding seven startups into the ground wasn't easy but I always got a lot of job satisfaction and it was never boring. I finally got a decent financial payoff on the eighth try. Odds are one in ten startups make it. I also put more in the bank than I ever would have by working for a big corporation, plus I got the satisfaction as a bonus and got to retire early. You also get to wear a lot of hats in smaller companies, especially startups because everyone has to do whatever needs doing. It's the difference of having a avocation instead of a vocation or more correctly turning your avocation into your vocation. Sure it's a bit of a gamble but as a lot have found out, there are no guarantees working for big organizations either. Besides I'd much rather gamble on myself rather than have someone else rolling the dice with my future in the pot.
OP
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My acceptance expiration has officially been extended with some updated language coming.
In part it is a re-classification but still non-exempt... HR has indicated the custodian/janitorial/maintenance is not an accurate reflection of duties performed.
I do very much get my hands dirty if needed but also have coat and tie days...
Much of this morning was spent reviewing invoices and service contracts and making sure the vendor profiles and Liability Certificates/Licenses are all up to date.
Through downsizing and reorganization my Department has morphed into a department of 1 for about 6 years.
I'm looking forward to enjoying Christmas with the nieces and nephew and plan to minimize my time here this weekend.
As several have mentioned... working at a small company or even a startup many wear several hats as they tend to run lean... the original and founding CEO was all about Ownership... doing whatever needs to be done towards the common goal.
Medicine is still all about the human touch... this is what people remember... kindness, respect and a willingness to help.
It just occurred to me that every job I have ever held is a job where I have been asked or recruited... never have applied for any job that I've held...
Even with past mergers the HR part was very minimal... back in 1995 when we were first acquired by a Nationwide Hospital group most of us only knew because the company named had changed on the pay checks...
The criminal background check, eligibility for employment, physical and mental evaluations, drug testing etc. are all new to me at age 57. As is a battery of boosters and vaccines that are mandated... well above the old TB test when I was hired.
My best wishes to all for a wonderful time with family and friends... really looking forward to seeing about 30 at the farm for Christmas Day... hope the weather is nice enough for a little outdoor time... the two young calves will be a big hit with the youngsters.
In part it is a re-classification but still non-exempt... HR has indicated the custodian/janitorial/maintenance is not an accurate reflection of duties performed.
I do very much get my hands dirty if needed but also have coat and tie days...
Much of this morning was spent reviewing invoices and service contracts and making sure the vendor profiles and Liability Certificates/Licenses are all up to date.
Through downsizing and reorganization my Department has morphed into a department of 1 for about 6 years.
I'm looking forward to enjoying Christmas with the nieces and nephew and plan to minimize my time here this weekend.
As several have mentioned... working at a small company or even a startup many wear several hats as they tend to run lean... the original and founding CEO was all about Ownership... doing whatever needs to be done towards the common goal.
Medicine is still all about the human touch... this is what people remember... kindness, respect and a willingness to help.
It just occurred to me that every job I have ever held is a job where I have been asked or recruited... never have applied for any job that I've held...
Even with past mergers the HR part was very minimal... back in 1995 when we were first acquired by a Nationwide Hospital group most of us only knew because the company named had changed on the pay checks...
The criminal background check, eligibility for employment, physical and mental evaluations, drug testing etc. are all new to me at age 57. As is a battery of boosters and vaccines that are mandated... well above the old TB test when I was hired.
My best wishes to all for a wonderful time with family and friends... really looking forward to seeing about 30 at the farm for Christmas Day... hope the weather is nice enough for a little outdoor time... the two young calves will be a big hit with the youngsters.
JPRambo
Platinum Member
ultra, I also work for a hospital (florida) I am the only electrician on our staff (PlantOps). We are owned by HCA. Our department has 5 daytime, 1 2nd shift and 1 3rd shift employee. We hire out a lot of jobs. The 5 daytime employees share the 'on call, weekends. We are paid $3 hour we are on call. When called in we dod not get the $3 we are on time-and-a-half salery. Does not matter 15 minutes or 2 hour we are paid 2 hours time-and-a-half. If we are needed 3 hours we are paid 3 hours time-and-a-half.
Weekends are on call
Saturday 7am to 8am on call
punch in 8am till 4:30pm saturday (minus 1/2 hour lunch).
on call 4:30pm saturday till 8am sunday
8am sunday punch in till 4:30pm (minus 1/2 hour lunch)
on call 4:30pm sunday till 7am monday
We have taught the Nursing Supervisors over the years if the problems at night are not life threatening or absolutely necessary for patient satisfaction we are not coming in to work.
Weekends are on call
Saturday 7am to 8am on call
punch in 8am till 4:30pm saturday (minus 1/2 hour lunch).
on call 4:30pm saturday till 8am sunday
8am sunday punch in till 4:30pm (minus 1/2 hour lunch)
on call 4:30pm sunday till 7am monday
We have taught the Nursing Supervisors over the years if the problems at night are not life threatening or absolutely necessary for patient satisfaction we are not coming in to work.
Deere Dude
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Deere Dude
Elite Member
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I worked at a union plant that had a similar 4 hr. pay call in. The difference is if I got a call because of an alarm or anything else I could refuse and the next in line would take it, it just depended how you felt at the time. In my case if I came in and hit the reset button or closed the valve off and went home after 3 minutes, you would get paid 4 hrs. If the job was such that you needed to stay, you get paid as long as you stayed.
So the thing to do was come in, fix the problem and if the cleanup or solution could wait until normal hours, that's what would be done.
If you got a call, came in then a quick fix took care of it and went home, you are ahead of the game. But if you did that and got called again that day for another unrelated problem, another 4 hrs.
If you came in and fixed the problem and went home, and the supposed fix broke again, then you come in for free, or refuse it and let somebody else come in. But pride would never let me do that.
Call ins were not very often but really paid off well most of the time.