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Hey Everyone,
I am doing a part time MBA program and for one of the coursework I am trying to understand the challenges people faced while transitioning from WFH to Back to office model.
I've created a small questionnaire and will really appreciate if you can spare 10 minutes of your time for the same.
https://forms.gle/88RvEWMhGdbRN2ob9
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Yeah the thing is...the law needs to change. This isn't about making more money. It's about being a productive healthy human. Our government needs to protect the people, not the businesses. If you have paid overtime, the companies will innovate and come up with ways to help you work a reasonable amount. It might lead to pay decreases short term, but quality of life is worth more than money.
I still make decisions about the audit. And then I argue with senior managers about why my way is better. I'm a ton of fun to work with.
Idk what kind of genius work you are producing after 7pm, but I don't really get anything done after putting in 10 hours of work 5 days a week. After that it's just lost time I could have spent resting and preparing for the next day.
Dude I was told by HR that I'm getting overtime - i sign, they take my overtime after three months and I'm forced to pay it back via my paychecks. Fuckers
7pm isn't that early if you started at 7am.
I've always wondered how these firms can give you a mandatory overtime number. Seems like quantifying the amount of hours you have to work to keep your job kind of goes against the idea of a salaried employee.
https://medium.com/bull-market/pwc-s-california-overtime-case-settles-but-the-big-four-business-model-will-change-anyway-8598ce74c1da#.rsgi32bsx
If that's what you think then get a 40hr/week job. We are not the people labor laws are designed to protect as we have the ability to be employed anywhere and it is a conscious choice.
I hope everyone charged all their time then; otherwise, you can't prove you worked the hours you ate/didn't charge. True or not, charge your time
I hope this is true... I just read about this case online...So once you're hired at EY they are supposed to tell you as staff that you are non exempt from overtime pay. According to a close friend of mine in HR she stated that non-exempt basically means that you prepare and gather data but you are not the final authority or person who signs the documents and as such you should be paid overtime for your services. All we do is tick, tie, compare, report. Since EY has not properly declared their employees as non exempt a judge in Northern California is now ruling over the fact that the arbitration clause can be dismissed and will rule in coming weeks. If it is the plaintiffs will notify the Department of Labor in which EY will be forced to pay overtime fees for staff and seniors retroactively. #smh if this is true big mistake and huge fine. I hope this is not the main reason people are being laid off or fired as a result of their trying to skirt the labor laws and not pay individuals overtime just because were salary.
We are the textbook definition of exempt employees. White collar professionals who make far above the minimum for exempt employees. People try this lawsuit all the time and it fails. My friend is a lawyer at Deloitte and he says people try this more often than you realize and it amounts to nothing.
^I make my own choices and work the right amount but some of these ridiculous coworkers I have are overworking themselves into depression. That's why I think we need laws. Even educated people make the wrong decisions for themselves.
Karma applies to living entities, I am not sure if the firm can collect karma as such
Yes you are non exempt employee even though you may have the professional skills and education. A class action law suit is under way in the Federal District court in California because EY knowingly misclassified employees as exempt when all conditions to be exempt by the Fair Labor Standards Act have not been met. Last night I talked to two family friends who are both in their sixties and are VP's of HR at two different companies explain to me the difference. They put it simply if you don't sign any final documents like Tax Return,TRM, SOW, Memorandums, or are the sole decision maker on an engagement then you are non exempt. They are using you ability to tick and tie out work papers and not your ability as a professional to make sole independent decisions about clients. You are told to do something versus you have the power to tell someone else what they can and cannot do. I encourage you all to calculate your income based upon a 40 hour work week you'll find that you are not bring paid overtime when you should be. A Federal Appeals and District court in both New York and California have stated that all conditions must be met in order to say someone is exempt from overtime pay. EY has met only some conditions but last time I checked some doesn't not mean all. So Clearly they've violated the Fair Labor Standards Act by knowingly misclassifying staff and seniors as exempt in order to pad their bottom line. As a result they will have to pay. Oh and whoever stated that you could work at Home Depot if you want overtime pay ask yourself when have you signed anything that was not supporting documentation... don't worry I'll wait. As I recall only partners senior managers, and managers have the ability to sign off, make decisions, and control the process of the engagement. And ask yourself when the PCAOB comes to your office who always gets nervous when a review is completed. Partners and managers why because their butt is on the line for approving the work we do. Ironic isn't it... So yeah we are kinda non exempt and working for free when we should be being paid more for working overtime.
^brought back memories of this case
Lol. You all are funny. Did no one tell you about the expectations. If you want 40 hours a week, you won't get that in the industry. Besides, the progression big 4 offers is fast tracked.
Please, cute the case law that stipulated any organization has to pay salaried employees overtime for all hours over 40 in a given week. Would love to see it. In the real world, things operate pretty much as I stated.
You are trading your time for the firm's money. If you want to be compensated for every hour, then go back to being an hourly resource. Simple.
What I said earlier does not give the employer free reign to work you overtime each and every week.
I would love to get time and a half for each hour over 40. That would be great!
Of course, if they were made to pay that, even to salaried employees, they wouldn't allow anyone to work over 40. That may sound like a good thing, but many times those periods of extra effort are what differentiates you from your competition, both internal and external.
Oh yes
This is the same reason we need to force food companies/fast food to put less sugar/unhealthy crap & etc in our food. It's working in Europe. The oversight rate is lower over there.
I rather start at 9am and go until 9pm. Matches the hours the client works better and is more efficient.