dizzydeani
05-31-2006, 04:16 PM
I think I’m being lied to and taken advantage of by my company and have been for the past five years.
I need some answers and HR is either being vague or unresponsive.
• My official work title is Technical Field Technician.
• I live and work in the California Bay Area.
• I work with computers and do not manage any other employees. I work for a private company that has more than 500 employees.
• I am salaried and have calculated my hourly wage to be $32.22.
• I am required to travel in excess of 380 miles away either from my normal place of work to meet with clients.
• When not traveling, I have to be in the local office and have a regularly scheduled work day from 9 am to 6 pm, five days a week, Monday thru Friday.
• I do not have discretion over my own work schedule and must submit a daily hourly report.
My questions:
1. I know that in California, in order to be considered and exempt computer related position, I would need to make a minimum $47.81 an hour but does this apply to Salaried positions as well?
2. I have been told by my HR department that I am exempt from overtime based on the fact that they have me listed as Coordinator rather than Technician. When I applied and accepted the position it was as a Technician, not as a Coordinator. Am I exempt based on what they have me listed as or the actual duties, pay rate and responsibilities of my job?
3. While I am traveling between my normal place of work and a client location, does the travel time count as hours worked? If so, when does the work day commence and when does it end? When I arrive at my local airport in the morning and when I return in the evening?
4. I have been working for the company for five years and have traveled overnight and sometimes weekends. I did not mind so much because the time spent away from home was compensated by letting me work from home for each day traveled. However, that is no longer the case. I have five years worth of expense reports that I can refer to if I need to calculate overtime, if I need to calculate backwards, how far can I go back to claim overtime if I am not exempt?
Right now I’m feeling screwed over. :mad:
I need some answers and HR is either being vague or unresponsive.
• My official work title is Technical Field Technician.
• I live and work in the California Bay Area.
• I work with computers and do not manage any other employees. I work for a private company that has more than 500 employees.
• I am salaried and have calculated my hourly wage to be $32.22.
• I am required to travel in excess of 380 miles away either from my normal place of work to meet with clients.
• When not traveling, I have to be in the local office and have a regularly scheduled work day from 9 am to 6 pm, five days a week, Monday thru Friday.
• I do not have discretion over my own work schedule and must submit a daily hourly report.
My questions:
1. I know that in California, in order to be considered and exempt computer related position, I would need to make a minimum $47.81 an hour but does this apply to Salaried positions as well?
2. I have been told by my HR department that I am exempt from overtime based on the fact that they have me listed as Coordinator rather than Technician. When I applied and accepted the position it was as a Technician, not as a Coordinator. Am I exempt based on what they have me listed as or the actual duties, pay rate and responsibilities of my job?
3. While I am traveling between my normal place of work and a client location, does the travel time count as hours worked? If so, when does the work day commence and when does it end? When I arrive at my local airport in the morning and when I return in the evening?
4. I have been working for the company for five years and have traveled overnight and sometimes weekends. I did not mind so much because the time spent away from home was compensated by letting me work from home for each day traveled. However, that is no longer the case. I have five years worth of expense reports that I can refer to if I need to calculate overtime, if I need to calculate backwards, how far can I go back to claim overtime if I am not exempt?
Right now I’m feeling screwed over. :mad:
