You are here

Salaried supervisors schedule extreme changes

Beyond the simple fact that our jobs are threatened most every day, work conditions in the way of invironment are inhumane, I've got a new schedule that really went from bad to worse.

We are salaried supervisors that were on standard 3-shift operation taking turns every 3-4 weeks coming in Sat. & Sun. to redo schedules and check on things, usually about 8-hours each of the two days.

Now we were forced into a compressed work week that is layed out in two week chunks. The first two weeks we work 5:30AM-6:30PM Mon, Tues, Fri, Sat, Sun, Wed & Thurs. Then we flip over for two weeks to 5:50PM-6:30AM Mon, Tues, Fri, Sat, Sun, Wed & Thurs.

The questions are around both quality of life and compensation. We now work 13-hours Fri, Sat & Sun every other weekend. We get no compensation what-so-ever for any of this new schedule (or old). If a holiday falls on your off-day there is no compensation (carry over). And now we are required to cover for the other half of this 4-man rotation on our off-days when they take vacations, which to me cancels out our vacation time with no compensation.

Additional concerns are the agreement of taking only weekday day-shift as vacation days so other salaried people could simply keep an eye on the area with area scheduler and manager (no longer the case). Even though we were only being charged 8-hours per vacation day (now charged 12) the set up does not allow for a tradition vacation week (two weekends with the week in between). This causes problems with Sat. to Sat. rentals, etc...

As a salaried employee we've learned to keeep our mouths shut as we've seen others who push back chosen any time we adjust the workforce. Is this all just part of being salaried in a bad (evil) company?

Share this with your friends

Sorry about you obvious unhappiness with your job, but I'm not sure what you mean by inhumane working conditions or what your question is.  Certainly, the protections that are afforded to workers in this state and in this country, by such legislation as OSHA for example, apply to salaried employees as well as non-salaried employees.  Similarly, the laws in Massachusetts that protect workers apply to salaried employees.  So, for example, employers must still pay overtime to non-exempt employees, even if they are salaried.  However, some lower-level management and professional jobs are simply unpleasant and demand long hours, entry level brokers and attorneys for example.  If no laws are being broken, your choices are to leave or learn to accommodate the demands of the employer.  Sorry. 

Talk to an Employment Lawyer Today
Most offer FREE Consultations
Connect with The Forum
facebook google twitter linkedin