HR is most likely acting for the Company, and saving money by not giving an argument for more money.
On Jan 6, 2009, at 10:48 AM, Sherry Abercrombie wrote: > Your HR person needs to be fired. Seriously, this kind of thing is > their job, and it sounds like you are doing the research and stating > what the laws and such are instead of them. Any possibility of > comp time being given? > > Sounds like you are on the right track and have done the research to > back your position. Unfortunately, it seems that you'll have to go > to an outside source. > > On Tue, Jan 6, 2009 at 9:35 AM, Sean Houston > <[email protected]> wrote: > I appreciate the feedback. You always realize the things that seem > so obvious that you forget to mention because you're trying to even > wrap your head around the situation. > > The company has brances in several states, but the main office & the > IT staff is located in Ohio. > > Our HR department / person... has not been to helpful when it comes > to the entire situation. > > I believe all of our IT department excluding our manager would be > considered non-exempt. The articles I've been through (about 20) > are mostly federal documents. They all state that unless you make > over a certain wage ($455 per week for Salary & $27.63 for Hourly) > and work as the programmer, analyst, developer, etc, which none of > us are, we cannot be considered Exempt. > > I figure we'll have to hire a lawyer or outside HR professional to > just answer our questions ;) > > I just wanted to say thank you in advance, I appreciate any feedback. > > Thanks again, > > Sean Houston > > On Tue, Jan 6, 2009 at 10:23 AM, Sherry Abercrombie <[email protected] > > wrote: > Get your Human Resources Dept. involved. They should know exactly > what the rules/laws are, and should have the authority to squash any > opposition you are getting. > > > On Tue, Jan 6, 2009 at 9:15 AM, Sean Houston > <[email protected]> wrote: > > I was curious as to what everyone does here (or your company does) > in regards to IT staff and salaries. I'm not management, but when > it comes to anything IT related I'm the go to guy. I know there is > a lot of gray area in regards to how salary and overtime works > especially in relation to IT work. > > From what I can tell according to the department of labor unless > your primary job is a systems developer, analyst, programmer, etc > your employer is required to pay you overtime unless you are > management. We have IT Technicians who are salary, but they are > going to have to start working overtime soon. I believe the company > is required to pay them overtime, but I'm meeting some strong > opposition on this. I've read even if there is an agreement between > the employee and employer, or the salary is based on 50 hours, these > types of agreements are restricted by the department of labor. > > Anyone have any thoughts, or even better, experience with such things? > > Thanks! > > Sean Houston > > > > > > > -- > Sherry Abercrombie > > "Any sufficiently advanced technology is indistinguishable from > magic." > Arthur C. Clarke > > > > > > > > > > > > -- > Sherry Abercrombie > > "Any sufficiently advanced technology is indistinguishable from > magic." > Arthur C. Clarke > > > > Eric Brouwer IT Manager www.forestpost.com [email protected] 248.855.4333 ~ Finally, powerful endpoint security that ISN'T a resource hog! ~ ~ <http://www.sunbeltsoftware.com/Business/VIPRE-Enterprise/> ~
