Seeking advice/insight. In order to take time off at work, I will just need to work when I get back from being off (only taking off a few days). A very small portion of the work will be taken care of while I’m on PTO. My thought is that — if I have to work extra hours just to take time off, I shouldn’t have to use vacation for those days off. It feels very rigged. Is it customary for this to be the case for someone who is non exempt/ salary? If not, would you say something to Management?

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Does your team not do any cross training? For daily tasks, is there no one who can provide coverage while you’re out? I’ve had a role like that before and can sympathize. Looking back, that was a poorly run team with bad management.

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Good point. We have done cross training for this very reason. Unfortunately, I think the fact that we’re critically understaffed is the core of the issue. That’s the only reason I can think that they wouldn’t make advantage of the cross training we’ve done. Unfortunately leadership is aware of the staffing issue but additional roles aren’t being approved… seems the leadership is just being cheap and doesn’t want to pay more staff. Very disappointing

Does your company have a policy about paying out for unused vacation?
Or a use it or lose it policy?

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I agree with you in spirit, but deadlines are what they are. If you’ve got deliverables that need to be ready at a certain time, then there’s not really anything to be done about it. Seems like your PTO might not be the most convenient timing for your department - though again, it’s your PTO and you can take it when you need it (within reason) - based on you needing to work extra hours to get your project out.

That’s the bargain with non-exempt workers: you’ll get your salary regardless, but the work is due when it’s due, even if that means overtime.

Is*

My point is, it’s not right that I’ll have to work “after hours” probably totaling the time I took away from the organization just to stay on top of daily routine processes. In my opinion, the role should not be a non exempt role for this very reason.

Exempt/non-exempt status is based on FLSA rather than up to individual employers so it sounds like your issue is more with being considered non-exempt salaried vs non-exempt hourly?

In any case, I agree that it's best to have a conversation with your manager about your workload to help create the space to take PTO.

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If you are non-exempt, wouldn't you receive OT for working above 40 hours when you return from your days off?

While I sympathize, most professional roles have a similar set up with work building up while you're away. Unless you're in a role where various people are doing the same thing (i.e. call center, factory worker, retail, etc... basically, most shift work), then there is nowhere else for the work to go.

You shouldn’t! Look into your contract and review your company holiday policy too.

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