Hourly vs Salary?

[forgeblast]

Just wanted to say that when I stress about a situation that has not occurred I tell myself "there is no bridge". It comes from a book I read. The main character was poised the question "Ahead There is a rickety bridge over a swollen stream what do you do". and the character responded "There is no bridge" meaning that the problems ahead could not be addressed until you get there. (live in the moment)

I like to pin down the details, and not knowing is sometimes a big stressor.
If they don't know (HR) then you don't know, there is no bridge. You could throw around resumes, see what typical compensation is for your job, hours, on call etc, but if you enjoy where you work, if you like the people you work with then your already highly compensated.
I am salary took a pay cut to be at my current job from to work with some amazing people. I enjoy where I work and who I work with. Stress of the job, is not compounded by stress with management, or staff.

 

[ultrarunner]

^^^ It's convenient both ways... I live about 9 minutes from work unlike many that live much farther away... we have nurses that on a good day were more than an hour out and on a bad day much farther depending on weather and traffic.

I sound like the electrician in tcreey posts... no matter what came up it was taken care of without any supervision... only a notation via e-mail...

One of my special projects was fighting a property tax increase that has saved the Hospital 50k annually... the board had turned it over to a tax lawyer at $400 an hour with no results... I mentioned never having lost an assessment appeal which can take 2 or more years from start to finish and I came through... the appeal board asked if I was a lawyer and I said no... just an employee trying to save our jobs... which got a chuckle from all of them and then I made my presentation.

Or cutting the Waste Management bill by 60% and saving another 24k per year in perpetuity...

Energy management has been another strong suit... we had been paying way too much because the plan selected did not meet are needs... sure... we may pay a high bill in August now... but overall we save 17% because August is an exception...

My strongest suit is keeping older equipment operational, boilers, pumps, generator, anesthesia machines and HVAC.

I love the internet... give me a part number and specs and I will get what we need... this applies to pharmaceuticals shortages too negotiating with other hospitals to make sure we all have what we need... even competitors work together when it comes to sector shortages in Health Care.

Somethings are seasonal... it doesn't rain much in California, but when it does it can be a lot... keeping an eye on weather reports and walking the entire 32,000 feet roof making sure scuppers and drains are clear and in summer keep the A/C condensate lines free flowing... penetrations sealed... etc.

If a toilet is stopped or a car needs towing or we have a non-compliant patient or someone unbalanced thinking it is OK so smear feces in the lobby or takes a dump... I take care of that too... including stopping burglaries in progress...

I took to heart when we opened the building and the CEO said it is my baby...

Often work early AM from home on my PC as this is the best time for East Coast vendors...

It "Appears" the position I enjoy will no longer exist... the mandatory punching in for breaks and meal time is something I find degrading after 26 years and akin to a leash.

But as pointed out, none of this has happened yet... my stress is based on the take it or leave it employment offer and unanswered questions... The HR people said they had discussed my duties at length because no one in the organization has the responsibilities and broad duties I have making me impossible to classify... so they chose maintenace man...

Until Tuesday I saw my position like the executive assistant to the CEO or a Colonel in the Marines... we are the people that make sure things get done under the authority of leaders we serve often by cutting through the bureaucracy, red tape and thinking outside the box with the last being the most dangerous to large corps... people that problem solve and think outside the box often find it difficult because results are often secondary to following the rules...

Back in Union Days... if the forklift driver was unavailable... the load sat until he was... no matter how long... still remember critical material sitting on the truck with 6 guys waiting an no one to operate the forklift... so I did and I had my forklift card from a prior job... it caused quite a stir because rules are rules... all was forgiven with the promise I not work outside my classification.

 

[GLyford]

So let's say I've put in a 40 hour week and I'm sailing with friends on the San Francisco Bay and get the call to come into work ASAP... and the alarm or remedy takes 10 minutes... am I paid for 10 minutes or am I paid from when the call went out?

From the CA website:

Division of Labor Standards Enforcement (DLSE) - Reporting time pay

"Reporting time pay" is partial compensation for employees who report to work expecting to work a specified number of hours and who are deprived of that amount because of inadequate scheduling or lack of proper notice by the employer. The provisions of the law regarding reporting time pay are as follows:
Each workday an employee is required to report to work, but is not put to work or is furnished with less than half of his or her usual or scheduled day's work, he or she must be paid for half the usual or scheduled day's work, but in no event for less than two hours nor more than four hours, at his or her regular rate of pay.
If an employee is required to report to work a second time in any one workday and is furnished less than two hours of work on the second reporting, he or she must be paid for two hours at his or her regular rate of pay.

So basically, first callout is half a shift of pay minimum regardless of how much is worked (4 hours if your regular shift is 8), every subsequent callout is 2 hours minimum. Even for a 10 minute job. I suspect that does not include travel time, just "clock in" time. Often the people trying to figure this stuff out on the management side (especially for a new/reforming organization) aren't aware of these laws, and it can be helpful to point them out, it can cause a rapid recalculation on their part.

There is also this (I have no idea of how reliable this source is):

On-Call or Standby Work: Non-Exempt California Employees Must be Paid for Controlled Time

Your situation seems complicated enough that it might be worthwhile to consult a legal professional just to figure out where all the boundaries are, for you and for the company.

 

[WoodChuckDad]

After reading your last post, I think you should look for another job. If that place starts going to heck it is going to drive you crazy. Looking certainly won't hurt you. You may very well find something that takes advantage of your newfound skills. You sound like a project manager to me. And around here, those guys make good money.

 

[dickfoster]

Almost all of the last 26 years I've been a salaried employee and the last 7 I have had a lot of latitude keeping the hospital going due to the revolving door at the top and have become the go to person in just about every aspect outside patient care... negotiating contracts, setting priorities, capital equipment, licensing, permits, compliance issues, accreditation, new employee orientation, etc... my background is engineering and I was recruited all those years ago.

Today it was made official my little regional Hospital is being acquired and I was given a contingent offer letter with employment packet.

My salaried Position is to be eliminated and the offer is hourly along with slightly better benefits effective in 60 days.

The contingent part is a physical, drug testing, background, etc.

For the life of me I cannot figure out the reality of how this will work... if I continue my present duties it could get expensive as my responsibilities vary greatly over any 7 day period with a mixture of long and short days... many engineering jobs are done outside the surgery schedule... read after hours.

Becoming hourly means mandatory punching in and out for work start/stop, lunch and breaks with any exception requiring documentations and approvals... it also means overtime which is something I have never ever had... but I imagine it could be very lucrative if I were to paid for all my time... typical busy time is from about 6 am to 6 pm 7 days a week.

Part of me says to give it a try as I could always leave and another part is hung up on the logistics of it all.

I was almost always a salary slave too. The brief periods I was on a clock I had nightmares about it although I've always put in way more than 40 a week while salaried and never felt the need to back up in a pay line. My guess is that that it's just another adjustment that you'll likely get used to after a while. Of course you could always retire and sit on your lazy backside like me.

 

[GLyford]

I had another thought...

Your job description sounds a lot closer to "Building Operations Manager" than "Maintenance."

 

[jerrybob]

Amen bro. After the mid-90's market run-up I realized the money I had been salting away for retirement had reached my target years sooner than I expected. I took early retirement at 54. It's the best decision I've ever made.

Life is for living. My best friend had died of work stress before 40 and that made a profound impression on me - work is to provide, it's not an end in itself. 18 years after retiring I've put two kids through college with no debt, and savings still equal the day I retired. I'm certain our living inexpensively in the first couple of decades married, working hard and saving like mad, was well worth the result.

Same here......got out when I was 50......best decision ever. I was in the right place at the right time.......my wife and I had a plan to retire at 55......we made it happen sooner. Corp. merger made my company pay me a lot of money to ensure success......I signed a two year bonus contract....they paid off.....I left. Living the good life now.....have for many years. If you can afford to leave.....do it........they are not looking out for you.......take care of yourself and family.

 

[Deere Dude]

I was an hourly union maintenance man for a factory with set hours. If times were slow it was 40 hrs and out.

Sometimes the hour start times change earlier or later but you kind of just roll with it.

After 8 hours is overtime, double after 12 or on Sunday. Even though the hours are set which is a big benefit for the home life, we found that if we needed to stay later to finish a job or come in earlier to get a jump on the day, all was well with management, as long as we didn't abuse the overtime system. They are flexible if a certain skill set is involved and would probably be your case.

I would go with the hourly and not worry about another job unless you find the new conditions are intolerable, but I think you will be pleasantly surprised.

 

[riptides]

I had another thought...

Your job description sounds a lot closer to "Building Operations Manager" than "Maintenance."

Facilities Operations Program Manager

 

[newbury]

<snip> the go to person in just about every aspect outside patient care... negotiating contracts, setting priorities, capital equipment, licensing, permits, compliance issues, accreditation, new employee orientation, etc... my background is engineering <snip>

Lot's of duties.

Facilities Operations Program Manager

Confirmed that none of the mechanics of how it will work has been decided...

The printed job requirements are very extensive and very physical... all the boxes checked for heavy lifting for long periods of time is just one.

Maybe you guys know...

One requirement in bold is that I must be available to respond to the Hospital 24/365 days per year unless on approved PTO or approved sick leave.

So let's say I've put in a 40 hour week and I'm sailing with friends on the San Francisco Bay and get the call to come into work ASAP... and the alarm or remedy takes 10 minutes... am I paid for 10 minutes or am I paid from when the call went out?

Another question is who exactly can approve or cause a call out?

One of the HR people said not to take everything verbatim as there will be a phase in for all employees with adjustments.

HR owes nothing to you and everything to management.

Yep... it looks to be all the tasks of before less some administrative plus many new ones...

It could be that I am taking things to literally but when it is there in black and white it is there for a reason... the new owners have a long history of labor strife...<snip>

Will HR support you if there is a problem?

<snip>Many, including those that have retired took advantage of the max 480 hours of accumulated sick leave... use it or lose it... thankfully I have never taken a "Sick" day as our Extended Sick time kicks in after 3 days... still, it took decades to accumulate and it is being wiped out.

Don't trust being able to use sick leave. I too saved up a ton of sick leave, well over 2000 hours. With my last back operation due to delays with doctors etc. I ended up taking over a month to recuperate. One of my bosses threatened to fire me for using my sick leave. That greatly influenced my decision to retire early.

After reading your last post, I think you should look for another job. If that place starts going to heck it is going to drive you crazy. Looking certainly won't hurt you. You may very well find something that takes advantage of your newfound skills. You sound like a project manager to me. And around here, those guys make good money.

Good idea.

Can you find others in facilities that the corporation swallowed up previously? Ask them how it went.

It reads like you had a great 27 years, but a storm is coming. Perhaps you should find a job that can use your experience. Contact other small hospitals. Your main problem may be keeping your resume succinct. Maximize your rental properties, take care of your Mom, surf TBN.