Should I Be Paid For No Work?

Question:

I want to know if I should be paid for 4 hours because I came to work the day after Thanksgiving and there was only 1½ hours worth of work for me to do. I heard that somewhere along the line.

Signed,

On The Job, Didn’t Work

Answer:

Dear On The Job, Didn’t Work:

It is standard for an employee to be paid for “only” the hours that she/he works. Sometimes an employee will be paid time and half for working on a holiday but this is a predetermined thing–a company policy to do so. Some companies have a policy if employees are “on call” and called in to work they would be paid at base number of hours, say two/four hours or the total number of hours worked. Again this is a company policy. Some companies will pay an employee one hour for each phone call they receive while at home, off the clock — they are sorta being paid for their expertise. Again this is a company policy. If your company does not have a policy that addresses this issue, you should discuss it with your supervisor, human resources, or the appropriate supervisory person. Perhaps the company will agree to give you four hours for the one/half that you actually worked. Communication will be key to the question. Best of luck. Good working relations hinges on communication and a WEGO attitude.

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Tuition reimbursement

Question:

My company approved my tuition reimbusement for an MBA course. A week later I turned in my notice to leave, giving my company a month to train someone else. Although my check for reiumbursement had been cut–the personnel director decided to not disburse it, since I will be leaving. I was told if I had waited a few days and received the check before giving notice, I would have received the reimbusement. I don’t think this is fair. What should I do?

Signed,

Not Fair

Answer:

Dear Not Fair:

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Video surveillance

Question:

I work in an upscale doctor’s office and the PR manager has decided to install video surveillance to make sure we are doing our jobs. In the process, he is also able to monitor the patients as we check them in and out. Should the company manual explain this and should we be given notice as to why we are being monitored? Should the patients be aware they are being taped?

Signed,

Monitored

Answer:

Dear Monitored:

You don’t say if communication between doctor and patient is monitored. Secondly, you don’t say if the patient’s are being monitored. There exists a reasonable expectation of privacy for the patient. You better check with the company attorney and NOT the Public Relations person.

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What Is The Law For Breaks?

Question:

What are the laws on part-time work breaks and full-time breaks and lunch in restaurants?

Signed,

Part-timer

Answer:

Dear Part-timer:

The Fair Labor Standards Act does not require breaks or meal periods be given to workers. Some states may have requirements for breaks or meal periods. If you work in a state that does not require breaks or meal periods, these benefits are a matter of agreement between the employer and the employee (or the employee’s representative). If you are not receiving the breaks you feel you need to be an effective employee, ask for a meeting with your supervisor to discuss the issue. Most companies understand that this is an important employee benefit. Restaurant workers’ breaks must be very flexible due to the very nature of the business. It is important to communicate and make suggestions that would be beneficial to you and the employer. Good luck. Gerald Allen, Guest Respondent with HR and Administration Experience, The Workplace Doctors Working together effectively is a collaborative process. That means speaking up in one’s own behalf and what’s good for those employed and one’s employer. Think and work for a WEGO-minded workplace

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Coughing and No Hand Washing!

Question:

Wow. I don’t think we work in a toxic place, but my seatmates cough incessantly. One or the other always has a cold, or an allergy. Sometimes it’s so bad I can’t hear to talk on the phone. And hand washing??? Forget it! I feel like I’ve over-dosed myself on hand sanitizer just to use a mutual keyboard. The cacophony is making me insane! Help.

Signed,

Sick Environment

Answer:

Dear Sick Environment:

Unfortunately our coworkers do get ill from time to time and contagious illnesses certainly present a big problem in the workplace. To correct this health related situation will require a team effort! Everyone must be aware of their surroundings and their coworker’s best interest.

Ask for a meeting with your supervisor to discuss your concerns and ask for his/her input in correcting or decreases the problem. Try to involve several workers, using a team approach. Come up with suggestions in which all workers agree to do their part. By doing so, you will create a healthier, happier workplace. Best of luck. Gerald Allen, Guest Respondent with HR experience Your concerns spring from both self-interest and WEGO mindedness.

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Employees refuse to be retrained

Question:

I work in a small pharmacy where it is my job as pharmacy manager to ensure people get the correct medicine and advice. The problem I have is two counter assistants who believe they have all the answers yet do not know the simplest of things. The solution I feel is to retrain them both at the beginning so I ordered a new starter induction pack and have given these to both the employees. One employee left hers at home so I had to give her a spare, her response was sarcastic at first but she has settled down and is getting on with it. However when I asked how the other persons pack was getting on the response was “I have worked here for 3 years and am a fully trained counter assistant’ yet this person couldn’t tell me what a fully trained counter assistant should know. This then resulted in her telling the other employee “No other shop I’ve worked has ever done this’. The other employee agreed and stopped doing her work. I need some advice on how to deal with both employees, especially as I need to give some more training to the unreceptive one D

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