'I approached HR. They looked at me like I had two heads': Employee ignored by HR, so they contact the labor board instead

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    Font - r/r/MaliciousCompliance Posted by u/bolshe-viks-vaporub 12 hours ago 2 Salaried (exempt) employees have to punch a time card now? Ok. It would sure be a shame if someone notified the labor board about your illegal PTO practices, though.
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    Font - A few years ago I was employed by a relatively small but publicly traded company. I virtually guarantee you wouldn't recognize the name if you weren't in their specific little corner of industry. Well, this place went public and decided to use some of the money to purchase an even smaller company, and suddenly we were in the DoD contracting business.
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    Font - As you may or may not know, the US department of defense places restrictions on private sector contractors about how much profit they're allowed to make, among other cost-control mechanisms. One such mechanism is that anyone working on DoD contracts has to charge their time to specific project codes so that they can compare your actual costs to the costs you estimated when you were awarded the contract.
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    Font - Well, our genius company decided that instead of only having the personnel working on these projects (which was no more than 50 people out of over 1000), that they would make every single salary person sign a time card every week. For 95%+ of us, we charged 100% of our labor to the commercial side of the business, which was one project code. "Non Defense Overhead" or something like that. Most people just charged 8 hours per day regardless of how many hours they actually worked, because no
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    Font - Shortly after this happened, new state legislation went into effect requiring that all employers provide 1 hour of sick leave per 40 hours worked. Nobody paid much attention to it. But I did, because I was in a fairly specialized engineering role, with only 2 of us at the whole company, and I trained the other guy, who also happened to live overseas to support another site. This is important later.
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    Font - I started charging my actual hours. I noticed that despite how many hours I charged, the amount of PTO I was accruing stayed the same. This happened 3 or 4 paychecks in a row, and then I approached HR. They looked at me like I had two heads when I informed them they were not adjusting my PTO accruals based on hours worked. "But you're salary. You're paid for 40 hours regardless of how many hours you work," they told me. I explained how that didn't really apply to the situation due to the
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    Font - Fast forward two months. I'm still diligently filling out my time cards like a good little drone, and I've spoken with several of my work buddies who start doing the same. The thing about this particular group of folks was that we all traveled, internationally, oftentimes last minute, on a regular basis for work. Well wouldn't you know it, it turns out that travel time (per our state labor laws) is considered working time. Sixteen hours worth of flights to Germany? All working time. (I be
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    Font - We all eagerly awaited our paystubs to see all that extra PTO accrued and... nope. We approached HR again. They told us they would escalate the issue to their attorney. We went back to work.
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    Font - Well, not surprisingly, things started going downhill for all of us, we started bi hing about things a bit, and we all end up quietly looking for jobs. Within a 5 week period, all of us put in our notices... and I lost my patience. I wrote an email to HR detailing our contacts with them and informed them that I would be escalating to the labor board without a full accounting of all back-owed PTO that would need to be paid. I got a panicked phone call within about 5 minutes.
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    Font - HR Drone: "Why are you even recording your hours that way? You're salary!" Me: "Because we have to fill out timecards." HR Drone: "Why don't you just put 8 hours per day like everyone else?"
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    Font - Me: "I'm sorry, but it sounds like you're asking me to falsify my timecard. When I sign it, the timecard specifically asks me whether I've reported my time accurately, under threat of prosecution." HR Drone: "...no, I'm just... why haven't you brought up this issue previously?"
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    Font - Me: "I have. Twice. With you. I detailed those encounters in the email I just sent. I'm sure the company's attorney has informed you of your requirements by now." HR Drone: "They... haven't gotten back to me."
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    Font - Me, grin now wide across my face: "Well, funny enough, I went ahead and emailed our general counsel. It turns out my email was the first they've heard the concern. I've put in my notice. I expect to be paid in full for all back- owed PTO, or I'll be filing a report with L&I, who take accusations of wage theft fairly seriously. I believe they give you a week to remit payment or pay up to triple what's owed?" 11 HR Drone: "...
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    Font - Me: "Please contact me via email only when you have decided on a path forward." click It turns out that not only did I get paid the full PTO I thought I was owed, there was a bit extra on there as well. And one of my buddies went ahead and reported the company to the labor board anyway, which apparently caused quite the stir. Last I heard, the HR department (with the exception of a couple of recruiters) got completely turned over, all the way up to the VP. TL;DR Make a salary employee fil
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    Font - FatBloke4 +2.4 hr. ago Making salaried workers report time like this often backfires. While some staff might be slacking at times, it's typically the case that staff are putting in long hours to meet certain objectives e.g. meet quarterly sales targets, meet a delivery milestone, etc. Once you tell then to count their hours and check how long they are taking for lunch, the goodwill towards the organisation tends to disappear and many will start working their actual hours.
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    Font - -45 Stabbmaster The fact that HR cared so much about this was the first mistake. It's not their job to count the beans, that's what they hire bean counters for. It's their job to make sure everything and everyone is set up and running in a way that won't screw the company over. That means making sure people are getting what they're due according to whatever guidelines are set up. The second was not bothering to look into this to see if it could bite them in the a. That's just plain lazine
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    Font - The fact that it went all the way up to the VP means he either authorized this, he wasn't paying attention to something he should have, or they found other things while they looked into this particular matter. Regardless, it's always a shame when a perfectly good workforce gets chased off by their own. It's not like it's that hard to do your job and do it passably well.
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    Human body - cdaynec67 6 hr. ago A good HR Team can be a real asset to an organisation. It's just such a shame they're as rare as Unicorns
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    Font - waterfountain_bidet 5 min. ago Thank you. As an HR person who does her job in a way that benefits the employees and the business, it's so exhausting to see people sting on HR people all day every day. Like, yeah, good HR people are rare, but so are good engineers, good leaders, good any employee - it's just that other departments have a team to cover their a es while HR people are generally on their own in their duties. Most people, including HR people, are just barely competent at their
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    Font - Astral_Adversity. 4 hr. ago German here. US Labor Laws are so strange to me. Like, you need to work to be able to take sick leave? That's just sick (haha). When I'm sick, I just call work, get a doctor's notice and get paid my hours. But well, we know US healthcare is a bit... wonky. Anyway, great story. Hope you got a nice fat paycheck.
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    Font - StormBeyond Time - 10 hr. ago There's something I'm wondering. According to the story, maybe 50 people were actually working on the project. But the company was having most of the staff fill out time cards and saying they were working on the project by charging them to that "nondefense overhead" code. Isn't that fraud? Committed against the Department of Defense? And wouldn't an easier way to destroy the company be to fire everyone and blow up the building?
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    Font - bolshe-viks-vaporub OP. 8 hr. ago They decided to use that system for all sorts of micromanage-y bulls unfortunately. I didn't really mind, tbh. I was a department of 1, and literally no one had the expertise to do what I did with the exception of the one non-US employee who I trained specifically to cut down on my multi- week long international travel.
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    Font - bolshe-viks-vaporub The 50 employees had to charge time to specific DoD project codes, but the company overreacted and decided to just put everyone on the same system instead of only the people assigned to DoD work. OP 8 hr. ago .
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    Mammal - Elmarc DeVaca. 9 hr. ago all the way up to the VP. Now, that's fallout!
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    Font - o bumblebeekisses 9 hr. ago Does sick leave normally get counted as PTO and paid out when you leave, though?? It's been a while since I've had my leave counted that way since my last couple jobs have had "unlimited" pto (aka feel bad when you use it) but my experience was that sick time was just available in case of illness and PTO was yours to use or get paid out when you quit. Reply Share Vote bolshe-viks-vaporub OP 8 hr. ago In the case of this company, they didn't differentiate bucket

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