I like the way my company handles this. Put simply, we consider the work week to be seven days, not five. I'm required to work a minimum of 40 hours a week (Yes, I'm salary). Those 40 hours can be spread out across the week however I wish.
I should mention that I'm a consultant and don't have any users or servers to support, so it doesn't matter if I'm working during "normal" business hours. For example, if I'm working on an AD or Exchange design for a customer, I can work at home all day Sunday if I choose. If I can bill 10 hours on Sunday, then I only need to bill 30 hours during the remainder of the week. But realistically, when I do design work I'll get up early and work at home for 5 or 6 hours and finish up around 3PM or so. Then I'll plug away for a few more hours late at night after the wife and kids have gone to bed. When I'm doing implementation work I obviously have to conform to my customers schedule. And of course, implementations and migrations often require night and weekend work. So therefore it works out really well that my company pretty much leaves it up to me to define my own hours and work out my schedule with my customer. As long as I can account for 40 hours at the end of the week and I'm meeting my customers timelines and deadlines, they're happy. I get comp time for anything that I can bill time and a half for. If I happen to log 60 hours in a week doing a design, I'm not going to get any comp time for it (unless we can bill time and a half for some of those hours, which is generally not the case on design work, especially if the design was a fixed bid). However, if I have to go to a customer on a Saturday for 2 hours to move a server, I'll get comp time for those 2 hours because we most likely would have billed time and a half for it. In that situation, I'd get those 2 hours of comp time even if I only worked 40 hours total that week. Hope that helps some. If you're in an internal non-billable situation, I don't know how much this actually applies to you. Me being a billable resource allows my company to be very flexible about comp time. Jason > -----Original Message----- > From: Brian Dugas [mailto:brian@;summit-technical.com] > Sent: Monday, October 28, 2002 10:07 AM > To: Exchange Discussions > Subject: Comp Time Question > > > Does anyone know if there is a standard policy out there for > Comp Time? > > I have been asked to find out what other companies do to > compensate their employees For working off hours(nights, > weekends), beyond their normal workweek. > > Example: If I have to come in on a Saturday to install a new > antivirus package and it take 4 hours, do I get 4 hours off > during the week or what? > > > Thanks - Brian > > > Brian Dugas > MIS Director > Summit Technical Services, Inc. > Ph: 401-736-8323 ext. 11 > Fax: 401-738-9813 > Email: [EMAIL PROTECTED] > Web: http://www.summit-technical.com > > _________________________________________________________________ > List posting FAQ: http://www.swinc.com/resource/exch_faq.htm > Archives: http://www.swynk.com/sitesearch/search.asp > To unsubscribe: mailto:leave-exchange@;ls.swynk.com > Exchange List admin: [EMAIL PROTECTED] > _________________________________________________________________ List posting FAQ: http://www.swinc.com/resource/exch_faq.htm Archives: http://www.swynk.com/sitesearch/search.asp To unsubscribe: mailto:leave-exchange@;ls.swynk.com Exchange List admin: [EMAIL PROTECTED]
