It all feels very much like the college professors who would give points for attendance, I couldn't imagine giving that much of a **** about what another adult is doing as long as the work duties are getting done.
Principal Financial-Remote work
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I think multiple people have a right to be pissed. That is HR way overstepping IMO. The fact that no one noticed proved that it wasn’t a big deal. Besides maybe he figured if he needed to travel and go to an office it would just be in his dime.
- Mar 27, 2006
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The problem was that multiple executives had reviewed his prior request and decided to deny it. His was not the only request to relocate, at the time, and it became enough of a hot button that the policy was eventually changed. But Execs generally don't take it too well when their decisions are ignored, so he got the guillotine, probably more on principle than anything else.
Here’s a scenario I dealt with at work. I’m curious what others think…
I had to travel via car to a conference about 7 hours away to speak (no good flights). The conference was M-W and I had scheduled time off for thurs/fri way in advance.
So, between driving and the conference, I had 35 hours on the clock by end of day Wednesday, including 17 hours on Wednesday itself.
Instead of using 16 hours of vacation, I just put 5 into the system to get me to 40.
The next week I got a whole bunch of sh!t from my boss about this. Mind you, there is no standard for hours at this place for salaried staff and there’s no policy on when use of vacation is required. His opinion was you have to use 8 hours of vacation time for each day off, no matter how many you clocked that week. So, I had 51 hours that week including 16 of vacation.
I personally thought it was a load of BS and micromanagement. Am I wrong?
Management consistently tries to combine salaried and hourly policies and treatment, usually to the detriment of the employee.
- Mar 27, 2006
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I've got almost that exact situation going on right now where I work. One of my direct reports is at a conference in Vegas this week. She flew out on Sunday and it ended today. She's not coming back until Saturday, I think. I had her send me an email with her travel hours and told her to not worry about PTO for tomorrow. Travel time should definitely be counted as work time as far as I'm concerned.
I would have taken 11 hours of "comp time" for the beyond 24 hours I worked for 3 days and used 5 hours like you. Or I would have worked 29 hours the next week.
I guess my point was if I was his manager I’d be quitting if they did that to one of my employees without consulting me. I get it if you want to punish him but I wouldn’t be supportive of totally axing him. It just goes to show a lot of decisions are about executive egos more than anything.
That is ********. I have a similar situation next week. Travel Sunday night, work M-W and fly home Wednesday night. Since anything over our normal commute time is chargeable I will have roughly five hours Sunday night and then another 13 or so on Wednesday between work and travel. I will only be charging the balance (so roughly six ish hours) of vaca for pre schedule family trip Thursday and Friday.
Ya know what makes my story even better? I freaking killed my presentation at this conference. Got us a brand new contract for $200k with a new client which has potential for millions more.
But sure, give me sh!t about an extra 11 hours of comp time.
That's dumb.
We get extra hours for travel. But most of the time we can't use them off the books like you did. So in your instance, I'd get 11 extra hours of leave. But for my leave this week, I'd have to take 16 hours of vacation and then use the 11 hours in a different pay period. I'm not sure why that is (one reason might be that there are no limits to the travel hours you can have, but there is a limit on how many vacation hours you can carry over), but it really doesn't matter. I'm getting the hours either way. I think that companies that don't deal with travel much tend to have bad policies. I also think in those instances it is wise to tell them what you are going to do before you do it. So in your case, I'd make a big deal of going to my boss and saying since I was working 11 extra hours, I'd OF COURSE only being putting in 5 hours of vacation for the week. And then see what they say.
My previous boss did this when he worked from home. Could never reach him yet his status was always green.
I run into the opposite problem. I can be at my computer, actually working and my Teams status goes 'yellow'.
I always set mine to “appear away” so people leave me the hell alone.
Our policy is that when you are traveling on the company dime (with per diem), there is no 8 hours per day. So if you work 12 hours, that’s just one day. So if you travel for 3 days, you still work 2. It’s the trade off for the per diem. If I work heavy hours while traveling, I typically make up for it with an expensive meal.
I had a co-worker/supervisor once who was super paranoid that her Outlook calendar was being watched by the folks above her--it wasn't; it was an hourly position but the BOSS boss was still in the 'do the job any old way you need to so long as it's done' mold-- so would put a bunch of details on the calendar of what she was doing while in office or even if she were out of office. Often with a passive aggressive 'someone else's fault' tone.
Like 'printing records, calling parents about the upcoming orientation, entering in data from the previous week and skipping lunch to work on promotional forms since they weren't sent to me until Monday and are due on Thursday' even though I emailed **** about them last week'.
My response to that was just to put 'office' or 'out of office' on mine because I knew the lack of details bothered her because it was too simple.
Alas, she still didn't respect when I had 'out of office' up and would call with some problem that I had nothing to do with.
Well that doesn't seem quite right if they were a good employee and got the job done. But I'm not big in the corporate world.
AFK? I'm assuming that means some version of not available.
