My wife is an hourly employee. Her pay period is every two weeks and is based on 80 hours. She works 8-5 M-F with one hour for lunch off the clock.
Her pay never matches the hours shown on her pay stub. The stub shows 82.2 hours, she gets paid for 80. Her employer says that no overtime was "pre-authorized".
She arrives on time and normally clocks in a minute or two early and is actually productive at 8am. In the evening she normally reaches as good stopping point and clocks out between 5 sharp and a couple of minutes later.
Because of this (nonpay), she is now deliberately sitting at her desk with her hands in her lap and clocks in at eight sharp. At five sharp she drops whatever she is doing irregardless of importance and clocks out.
She doesn't like playing it that way because she has a strong work ethic. Her employer is also starting to make noises about "attitude" and "being a team player".
Questions:
Is the practice of not paying for time on the clock over 80 (not even straight time let alone overtime) legal?
Any advice on how to address it with a degree of diplomacy so as to get paid, be productive, and not spoil what should be a good working relationship?
Thanks.
Phil
Her pay never matches the hours shown on her pay stub. The stub shows 82.2 hours, she gets paid for 80. Her employer says that no overtime was "pre-authorized".
She arrives on time and normally clocks in a minute or two early and is actually productive at 8am. In the evening she normally reaches as good stopping point and clocks out between 5 sharp and a couple of minutes later.
Because of this (nonpay), she is now deliberately sitting at her desk with her hands in her lap and clocks in at eight sharp. At five sharp she drops whatever she is doing irregardless of importance and clocks out.
She doesn't like playing it that way because she has a strong work ethic. Her employer is also starting to make noises about "attitude" and "being a team player".
Questions:
Is the practice of not paying for time on the clock over 80 (not even straight time let alone overtime) legal?
Any advice on how to address it with a degree of diplomacy so as to get paid, be productive, and not spoil what should be a good working relationship?
Thanks.
Phil
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