Unfair Holiday Leave

Question to Ask the Workplace Doctors about holiday pay:

Our work policy has always been 20 days for workers and 25 for managers pro rata; recently three of my colleagues have reduced their working hours to a 4 day week but have kept their 20 days this means now they get 5 weeks leave. I am expected to pick up the slack on the days they are not there but still only get 20 days which is 4 weeks; in effect I am doing more work for fewer holidays. I don’t believe this is fair I have approached my manager who says this is the agreement she made with them when they reduced their hours. Because of the nature of my job and because I need the income, I cannot reduce to a 4 day week and feel I am being treated unfairly.

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Employee Manipulates Her Work Schedule

Question to Ask the Workplace Doctors about scheduling:

We have an employee who is on an adjusted work week schedule, which has her off on Tuesday, Thursday and Saturday. She has been requesting Sundays off as a vacation day in order that she may have the whole weekend off. (Tuesday, Thursday, Saturday and Sunday.) The schedule that the employee has is the one she chose. There are other options where the employee can work five days and have two off; e. .g. Sunday thru Thursday with Friday and Saturday off or Tuesday thru Saturday with Sunday and Monday off. (Instead she has chosen the one with Tuesday, Thursday and Saturday off.) I have spoken to the employee about having to hire overtime for the Sundays she had requested off, to no avail. I intend to give her a schedule with Sunday off if it is so important that she has it off. What do you suggest?

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How to Handle A Breach Of Contract

Question to Ask the Workplace Doctors about  overtime pay:

I work for a local authority as a support worker and in my contract of employment it states I shall be paid time and a half for working certain hours (weekends and unsociable hours after 8pm). I have not been paid anything except my basic rate. When I queried this I was informed that because I (and every single employee) did extra hours I forfeited my entitlement to the enhancements (this is NOT written in my (or anyone else’s contract). Also the service manager sent out an email to all managers requesting names of employees that had not signed the casual register (overtime). I would really appreciate your expert opinion on this matter.

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How To Ask for a Raise?

Question to Ask the Workplace Doctors about asking for a raise: I’m young (24) but feel very confident in my abilities and would like to approach the topic of a raise with my employers. (I also want to note that they are VERY difficult employers who are very tight with their money

I have been working for a company in sales administration and customer service for the past year. I’m young (24) but feel very confident in my abilities and would like to approach the topic of a raise with my employers. (I also want to note that they are VERY difficult employers who are very tight with their money even though they have a very successful business. A raise will be difficult to ask for as they are not easily approached.) My superior is leaving in 3 weeks and I will be automatically assuming many of her responsibilities. Although my employers have not discussed a title change or increase in responsibilities, I am currently working with my superior to learn additional tasks which will be my sole responsibility when she leaves.My employers have not approached me since my coworker gave her notice. I’m in an assistant position and now that she is leaving

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My Boss Takes Days Off But Doesn’t Record Them

Question to Ask the Workplace Doctors about cheating:

I work in a smaller company in the HR department. Two of us are in HR and we report to the CEO. My boss is the Director of HR. We have a system of requesting vacations days off through some software, however my boss continues to take vacation days without listing them. His “out of office” notice says he is on vacation and can’t respond to phone or emails, yet he is not populating his days off in the company software.

I am responsible for maintaining this database of vacation hours. So far he has taken a total of two weeks (10 days) of vacation without listing it. Yes, he does list other vacation days. I don’t know what to do since the only person I could possibly bring it up with is the CEO. The CEO and he are on very good terms with each other. If it is brought to his attention he will know only one person could have brought it up…me. I would rather speak to him directly, but then, of course, I don’t want to “challenge him”. I am thinking of calling our EAP to see if they have any ideas also.

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Do I Have Any Recourse?

Question to Ask the Workplace Doctors about reduction in hours:

I’ve been working at my current place of employment for more than two years. For over a year and a half I was working full-time (40 hours).  At the beginning of this year, the owner/CFO told me that he would be reducing my hours down to 30 per week in June but that he would be completely flexible with my schedule (including working only 4 instead of 5 days to help with auto costs).

About a month before my hours were cut I spoke with the CFO again about my schedule and he again said he was fine with a M-Th workweek. About a week later he said he needed to cut my hours back to just 20 per week, but was fine with me working 3 days a week. After only a week of the new schedule, he got mad at me for an unrelated reason resulting from his own error, and proceeded to tell me that he needs me in the office 5 days a week between 8-12p.

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Worried About Reactions To A Scheduling Error

Question to Ask the Workplace Doctors about scheduling:

I work long hours (7 am to 10pm) so my schedule is set to “alternative days” in which I work one day and a second (senior) colleague works the other day. Every now and then I switch my days around with this colleague so I get a weekend off to go on a trip/visit etc. I did so a few months ago but my colleague did not remember and booked a hospital appointment. Now, I have to call head office for cover just a week before the time it is needed.

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Hourly to Salaried Pay Status?

Question to Ask the Workplace Doctors about hourly to salary:

When I was promoted from a collection specialist to a supervisor, they changed my pay from Hourly to Salary. If I decided to step back down to my original collection specialist position, will they change my pay back to hourly as well?

Signed, Wondering

Dear Wondering:

The decision about your pay status is up to your company or business, but in most companies the pay status is linked to the position not the person. So, if you become a collection specialist again you will go back to hourly pay. Check with HR about that–or ask your manager. Best wishes in your work decision!

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Pressured To Work While Injured

Question to Ask the Workplace Doctors about injury and medical leave:

My mother is on medical leave due to a broken wrist. She works in a nursing home putting charts and information into the computer and submitting to state.She is the only one who knows how to do her job, and her employers have been pressuring her to come to work even though she has doctor orders not to. The last time she was off work for health issues they convinced her to work most of the time anyway. Both times she isn’t even supposed to be driving. Are there any laws that prohibit employers from behaving this way? I’m looking for a way to put a stop to this.

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Support Staff But Does Professional Work

Question to Ask the Workplace Doctors about doing professional work but with support staff pay:

I have worked here for over 25 years. I am smart and I do a job that others in different departments do at this company and they are considered “professional” staff while I am considered “support” staff. However, my boss (whom I thought was going to bat for me) keeps getting told that others in other departments who do the same work I do (impossible to do exactly what I do) are not considered professional staff.

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