O/T
ScorpioHR
338 Posts
I have a supervisor who asked an ee to "work overtime" during New Year's week. We were closed that friday for the holiday. The ee was NOT paid overtime as it was a holiday week and she had not worked 40 hours. The ee came to me this week questioning why I had not paid her overtime. I explained that overtime is paid after 40 hours worked, it being a holiday week that was not the case. She became quite upset and hostile. I spoke with the supervisor and she admitted to using "the wrong terminology with the ee". The COO told me to pay her the difference between straight and overtime for the one and a half hours. I refused, I explained that it was NOT policy, that if I did it for one, once, I would have to do it for all, all the time. I guess I am second guessing myself now and wondering what others would have done?
scorpio
scorpio
Comments
One case doesn't create a precedent which has to be followed. You could certainly pay this one based on the misunderstanding and set a policy to be followed in the future. The employee was lead to believe she was going to be paid OT. Would be a good time to reinforce the 40 hours worked principle.
I don't know that I would pay her overtime as some sort of good faith thing. What if the supervisor had told her to come in and work that week and she'd double her vacation for the coming year as a bonus. Would you guys recommend Scorpio honor that as well? Certainly not. Why would the personnel department, ergo the company, be obligated to fulfill something that was based on a misunderstanding and a mistatement?
Getting back to the 'power' comment. I'm not sure if yours is an autonomous department or if you answer to the COO. If you do not, you were not insubordinate.
As for insubordination, I don't think so. I did not 'defy" the COO, I had a different opinion#-o
scorpio
p.s. thanks for all the input.
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