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If you worked overtime and didnt get paid for it yet would you be mad? |
Say you worked 42 hrs overtime in May. You submitted the hrs you worked & expect to get compensated in your next paycheck but the overtime compensation is not there. You assume there's a delay & you wait for next pay period. The overtime still isnt there. Its been a MONTH you havent received your overtime compensation. Now you're getting excuses from management/payroll that YOU did something wrong when you submitted your hrs, but you've been submitting your hrs the same way since you've been employed there & its never been a problem before. You've been getting compensated for overtime hrs the whole time. Now all of a sudden its a "problem" & it gets dragged out another week. In the meantime the checks you wrote to pay your bills bounced bcz you didnt get compensated what you thought you would & you are also broke. Would you be angry? Would you feel like THEY made a mistake & are trying to cover it? Would you ignore it or pursue it to the end & contact higher management? Your company is legally obliged to pay you for your hours worked, unless you are exempt, which, if you've been paid for overtime in the past, is not likely. Here are a couple of excerpts from the Society of Human Resource Management website: 1)"FLSA overtime rules require employers to pay non-exempt employees 1陆 times their regular rate of pay for each hour (or fraction thereof) worked in excess of 40 in a given workweek. "Hours worked" refers to actual hours worked during the workweek, excluding vacation, holiday and sick leave." 2)"We have employees who regularly work additional hours without obtaining prior permission from their supervisor. Can we implement a policy stating that employees who work unauthorized additional hours will not be paid for those extra hours? No. According to the Fair Labor Standards Act (FLSA) regulations, 鈥渨ork not requested but suffered [allowed] or permitted is work time. Regardless of the reason, if the employer knows or has reason to believe that [the employee] is continuing to work, then the time is considered working time.鈥?br /> Furthermore, the regulations clearly state that 鈥渋n all such cases, it is the duty of the management to exercise its control and see that the work is not performed if [management] does not want it to be performed. [Management] cannot sit back and accept the benefits [of the work performed] without compensating for them. The mere promulgation of a rule against such work is not enough. Management has the power to enforce the rule and must make every effort to do so.鈥? As the above regulatory language indicates, even a clearly communicated policy prohibiting unauthorized overtime does not relieve an employer from its legal obligation to pay employees for all hours worked. Therefore, if the employer allows the employee to perform the work, the employer is liable for compensating the employee. However, the FLSA does not prohibit employers from implementing a policy or enforcing an existing policy that prohibits unauthorized work and it does not prohibit employers from disciplining employees for violating the policy." Source(s): www.SHRM.org (http://www.shrm.org/hrresources/faq_publ... Most definately, think of this do u think if they were in your situation that they would let it slide.Hell No!! They probably be the first ones there to dispute the problem,. What u need to do is do the same they expect so from us employees but then to forget to pay us overe time that is bad ,contact the human resources I would. You have every right to be mad. If you owed them money they would expect it right? Keep pushing it, you deserve it and it's owed to you. Stand your ground and don't stop until you get it. Good luck! You keep asking if a person should be mad over this. Well, of course, but perhaps you should be asking what to do about it. Go talk to your manager (calmly) and have him explain in detail why there is a problem. If the solution is beyond his control and he isn't following up on it with whomever is responsible, then ask for a meeting with both him and the responsible party. Ask your boss to be there as your advocate. This gives him an opportunity to solve the problem and be the good guy. If he doesn't want accompany you, then have him make the appointment for you so you can go alone. At the meeting, don't bash your boss or anyone else in the organization, but do explain that you need your money and must get the problem resolved as soon as possible. Get a commitment as to when you will receive your check and follow up if the check isn't issued on time. Keep a written record/journal of all conversations and actions in case you have to eventually take this issue to the Labor Board. As a manager, if an employee had a payroll problem, I always followed up immediately and ensured a check was cut within a day or so, or had the money included in the next paycheck if the employee agreed to wait that long. Number 1: Cool down. You will end up getting yourself in a bad place if you lose your temper. I understand your anger and frustration. I know I would be angry. You worked overtime, and you should be compensated for it. I do have some questions though. Do you often work overtime? Do you decide on your own that overtime is necessary, or is it something requested by your boss? In the future, I would be sure it was requested by management. Ask for that request in writing if the current overtime was management requested. That way, if this is done to you again, you will have paperwork to back you up. You say that you have been getting compensated for overtime hours, but now it is suddenly a problem. I have some thoughts on that. Perhaps it has been a problem, but it has taken management this long to decide to deal with it. Maybe new people are in management and have a different philosophy about overtime. Perhaps company budgets are tight and the people above you have been told to hold the line. Maybe they didn't bother communicating that little tidbit to employees. No matter the reason, you are in a spot. I would quietly go to higher management and lay out the problem succinctly. Write down the points you want to make so you won't forget. The list will also help you stay on track. I would ask how overtime was to be handled in the future so that you could be sure to do what management wants. Ask if the overtime hours can be resolved. Be calm and respectful. Most of all, don't count your chickens before they hatch. By that I mean, don't count on overtime as part of your budget money. Overtime money is extra. Use it for savings or on something special. Don't include it as something you are counting on to make ends meet. Yes,I would be mad. My husband actually quit a job for this reason. If you don't get paid for it, it's not worth it. You may as well not have worked the OT and could've been spending time with your family or whatever. Definitely pursue it higher! It's a law in most states that you get paid overtime depending on what kind of job you have. If it comes to it, threaten to get a lawyer involved. |
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