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You Think They Would Learn...I need advice!
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<blockquote data-quote="bisongolfer" data-source="post: 101617" data-attributes="member: 206"><p><span style="color: black"><span style="font-size: 9px"><em>DISCLAIMER: The statement expressed below is strictly my own personal opinion. I am no legal expert by any means and I am willing to admit that I am most likely wrong, but what the hell...</em></span></span></p><p></p><p><span style="color: black"><span style="color: black">As a fellow part-time management employee myself, I can relate to your frustrations. However, I do have a question for you:</span> </span></p><p><span style="color: black">In PTRS, are you keeping an accurate log of your time or are you only submitting 5.5 hours a day?</span></p><p> </p><p><span style="color: black">If you answer <strong>YES</strong>, that you are keeping an accurate log of your time, than obviously it would mean that the approver of your time card is changing your hours, which is grounds for termination for your approver; guilty of falsifying records. You would also be justified in requesting the expedited compensation of the overtime not payed. If managment refused to pay you after you bring up the inaccuracy of your timecard, you have the basis for a lawsuit. </span></p><p></p><p><span style="color: black">When you go over 5.5 hours per day, you are required to write a statement explaining why you worked over 5.5 hours for that particular day, before you can clock out. If you are covering for somebody, you are usually expected to work over 5.5 hours. </span></p><p> </p><p><span style="color: black">If you answer <strong>NO,</strong> than I must ask why?! I know it is often easy to feel pressured to do whatever necessary to get the job done; thus working a little over 5.5 hours. Add on to that the fact that you want to move up within the company, which makes you more willing to sacrifice here and there, hoping that it will ultimately lead to a promotion or at the very least, a good pay raise. But there are limits! </span></p><p> </p><p><span style="color: black">If you are not turning in the correct number of hours in PTRS, than I would think UPS could easily get out of this lawsuit. You are not owed any money for overtime if you do not record it down correctly in your own timecard. You can also be terminated for falsifying records. </span></p><p><span style="color: black">Your lawyer would probably try to argue that you were pressured to work overtime and to falsify your own timecard. If that happened, UPS would most likely argue that <u>you are still responsible</u> for your own timecard, and that if you were not being paid correctly, that you should have attempted to go up the management chain, and if that still didn't work, to contact the hotline or corporate to rectify the issue. In other words, they would simply say that they can’t solve a problem that they are unaware of. The fact that you were given time off to balance out the work load would also come into play, with a lot depending on how the days off were recorded. </span></p><p> </p><p><span style="color: black">As far as the compensation of time off instead of money, how exactly is that done? Do you work 3 days, and then are off the rest of the week so you are still under 27.5 hrs per week? Or do you work 40 hrs a week, and then get the next week off? How are you coded in PTRS when you given these "days off"?</span></p></blockquote><p></p>
[QUOTE="bisongolfer, post: 101617, member: 206"] [COLOR=black][SIZE=1][I]DISCLAIMER: The statement expressed below is strictly my own personal opinion. I am no legal expert by any means and I am willing to admit that I am most likely wrong, but what the hell...[/I][/SIZE][/COLOR] [COLOR=black][COLOR=black]As a fellow part-time management employee myself, I can relate to your frustrations. However, I do have a question for you:[/COLOR] [/COLOR] [COLOR=black]In PTRS, are you keeping an accurate log of your time or are you only submitting 5.5 hours a day?[/COLOR] [COLOR=black]If you answer [B]YES[/B], that you are keeping an accurate log of your time, than obviously it would mean that the approver of your time card is changing your hours, which is grounds for termination for your approver; guilty of falsifying records. You would also be justified in requesting the expedited compensation of the overtime not payed. If managment refused to pay you after you bring up the inaccuracy of your timecard, you have the basis for a lawsuit. [/COLOR] [COLOR=black]When you go over 5.5 hours per day, you are required to write a statement explaining why you worked over 5.5 hours for that particular day, before you can clock out. If you are covering for somebody, you are usually expected to work over 5.5 hours. [/COLOR] [COLOR=black]If you answer [B]NO,[/B] than I must ask why?! I know it is often easy to feel pressured to do whatever necessary to get the job done; thus working a little over 5.5 hours. Add on to that the fact that you want to move up within the company, which makes you more willing to sacrifice here and there, hoping that it will ultimately lead to a promotion or at the very least, a good pay raise. But there are limits! [/COLOR] [COLOR=black]If you are not turning in the correct number of hours in PTRS, than I would think UPS could easily get out of this lawsuit. You are not owed any money for overtime if you do not record it down correctly in your own timecard. You can also be terminated for falsifying records. [/COLOR] [COLOR=black]Your lawyer would probably try to argue that you were pressured to work overtime and to falsify your own timecard. If that happened, UPS would most likely argue that [U]you are still responsible[/U] for your own timecard, and that if you were not being paid correctly, that you should have attempted to go up the management chain, and if that still didn't work, to contact the hotline or corporate to rectify the issue. In other words, they would simply say that they can’t solve a problem that they are unaware of. The fact that you were given time off to balance out the work load would also come into play, with a lot depending on how the days off were recorded. [/COLOR] [COLOR=black]As far as the compensation of time off instead of money, how exactly is that done? Do you work 3 days, and then are off the rest of the week so you are still under 27.5 hrs per week? Or do you work 40 hrs a week, and then get the next week off? How are you coded in PTRS when you given these "days off"?[/COLOR] [/QUOTE]
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