Thread regarding AT&T layoffs

I exceed 40 hours every week as I have to get my work done and there are not enough hours in the day , but am only allowed to clock 40.

dude if you can only clock 40, then you only work 40. If you can't get the same amount of sh-t done and work falls behind they either let you clock more than 40 or hire more people to do the work. yer giving them free labor and they will not reward you for it, it will not prevent you from getting surplussed.

The Federal Labor Standards Act (FLSA) applies equally to all age generations in the workforce. HR reviews manager job descriptions against FLSA criteria and then classifies them as exempt or non-exempt. One of the reasons why managers take an HR survey, usually yearly, on the type of activities they do, is to keep the job status (exempt or non-exempt) accurate. If HR finds from your survey you are doing exempt type activities, they investigate and often reclassify your job to exempt to comply with the law. Often an L2 or L3 can't get additional headcount to support the work or there are budget cutbacks, so they 'expect' or turn a blind eye to non-exempt managers working off the clock- which is wrong. Wrong for the manager to expect and wrong for the employee to work off the clock.

Here is a quote from the FLSA web site:

"To meet the FLSA salary test, an employee must earn at least ​$684​ a week to be considered an exempt, salaried employee. This means that among salaried employees, some are entitled to overtime and others aren't. Salaried, exempt employees receive a fixed rate of pay according to the job they're hired to perform, regardless of the number of hours it takes to do the work.

On the other hand, salaried, non-exempt employees also receive a fixed rate of pay, but they receive 1.5 times their equivalent hourly rate for overtime pay when they work more than 40 hours in a work week.

According to the Fair Labor Standards Act, a non-exempt employee in a private business is one who meets the following criteria:

Paid hourly
Makes at least the federal minimum wage
Has less responsibility than others

Because non-exempt employees are typically paid by the hour (meaning they clock in and clock out every day) — and are often paid less than FLSA-exempt employees — non-exempt employees qualify for overtime. If you classify them as non-exempt, you have to pay them at least minimum wage, and, if they work more than 40 hours a week, you have to pay them overtime."

You are not only breaking company policy, but also the law.

Same here. I retired in 2020 but had daily commitments to make and I had better not miss a commitment. Everything was tracked, so if you missed a commitment, it would be flagged, and your 2nd and 3rd lvl would know. Making due dates was paramount to anything else.

Overtime was available in 2013 & 2014, then stopped. Overtime since then in my department was not available, but you better not miss your due dates! I worked more than 40, just like one of my co-workers. I was used to working excess hours without overtime back when I was salaried. The older generation did wherever it took to get the job done, not so much with today’s generation.

You are not alone my friend

I have lunch in my outlook calendar every day as a meeting. That way I always look busy then and people don’t schedule calls for then.

It isn’t hard. Skip the calls during your lunch break and leave after eight hours. I’m salary and I do that.

They said falsifying time reporting could be punishable up to and including termination…that’s all I needed to hear. Clock out, go home!

Thus, I am working off the clock, or am on a call that has been scheduled while I am supposedly on break.

Sounds like you are violating accurate time reporting policy.

Any hourly employee who voluntarily works more than their 8 hours per day is just too stupid to be saved.

Especially if you work for T. After everything they've done to employees, they don't deserve a second more than they pay for.

As others have said don’t work for free. I know it’s hard to not do it but these people don’t care about you . Don’t miss out having time with family or friends. Your working cheap if you work at home also .

Working off the clock is BOTH an FLSA violation and COBC violation. If your supervisor requires you to participate in events that occur after you have clocked out, then you are obligated under the COBC to report to AP. The FLSA protects you against "retaliation" . You should read up on the law at https://www.dol.gov/agencies/whd/flsa. You can also download an app for your phone to track your time.

I would send an email to your supervisor letting them know that attending a specific meeting or working extra hours for an assignment/project will result in OT and request their approval via email. If none is received, then 'management' does not authorize you to work.

no, we cannot talk about that

Everyone has to do it unless your boss sticks to the letter of the law.

If you aren’t getting paid OT, then never, ever work over 40 hours. No exceptions. Don’t give T anything back for free, especially your time.

Just stop working and take the break. The meal is dependent on state law. If it is 30 min that's all that is required or some are an hour...some do not have a mandated lunch break. No job is so important...that you can do it without getting paid. Sc--w them trying to cheat you.