You can't have it both ways

Lots of people hold one or more part-time jobs, for which they are paid on an hourly basis. ?These may be young people trying to save for their education, retirees who are scaling back, or the vast group of people who have at least one part-time job (and sometimes multiple) to pay the bills. ?It’s common for companies to require these employees to track their time and submit documentation for payment.?

That’s reasonable.? At the same time, concerns arise when companies start putting deeper and deeper levels of granularity around what counts and what doesn’t, or worse, slips in expected activities for which no payment is given.? Here are some real examples of what I’m getting at:

·??????? An organization whose payroll policies explicitly state, “do not track time reviewing or responding to emails during off hours,” while department heads at the same organization routinely send emails that they expect employees to read and react to prior to arrival at work.

·??????? “Track your time to the minute.? No rounding.”? This policy is accompanied by a detailed list of what doesn’t count.? Things like prepping and walking between activities are excluded. ?

·??????? Requiring employees to complete training or compliance activities via videos that have been created for “you to view at your own convenience,” within the next 30 days.? ?These are presented as a condition of continued employment.?

I can’t say which, if any, of these policies are legal.? But I can say that they’re not likely to create feelings of goodwill among the team.? ?Employees deserve to be paid for ALL the work they are required to do.? Treating employees with grace and respect, rather than assuming they are going to try to log extra time, can pay real dividends by building loyalty and ensuring a stable, satisfied workplace.

As for requiring work without payment at all, I have no words, unless you’re a nonprofit working with volunteers.? People have kids, parents, appointments, and commitments to manage in their away-from-work time.? They are not on the clock and employers really shouldn’t try to have it both ways.

I’m disappointed that this topic has hit my radar, but it has come up enough that I feel compelled to talk about it. ?(And just to be clear -- I’m not talking about independent contractors or gig workers in this instance – but actual employees who have committed to work for an organization.)? ?To me, the message is simple:? treat employees with respect, assume positive intent, and pay them for the work they do. ?All of it. ?Enough said.

Adapt.Lead.Succeed

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