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Thread: Actual Career-oriented jobs for Gaijin

  1. #41

    Default Re: Actual Career-oriented jobs for Gaijin

    Quote Originally Posted by coop52 View Post
    There are companies here that expect you to clock out at your official end of work time, and continue working. One of my JTEs does it of his own volition because the boss didn't like him staying late and racking up overtime. This kind of thing is illegal in the US, or at least it is in GA. When I worked at a supermarket, we had to take our aprons and name tags off and weren't allowed to do anything that could be construed as work once we clocked out. And, I rarely had to stay more than 15-20 minutes past my scheduled time at that job.
    It's illegal for pretty much everybody but technologists - that is both programmers and IT specialists. Several states have loopholes just to fuck them over.

  2. #42

    Default Re: Actual Career-oriented jobs for Gaijin

    Quote Originally Posted by webstaa View Post
    It's illegal for pretty much everybody but technologists - that is both programmers and IT specialists. Several states have loopholes just to fuck them over.
    Eh...kinda. There is a small ray of hope here though.

    Programmers and sysadmins are exempt from being paid overtime due to the nature of their work, yes.

    But in general, it is 100% a violation of *federal* law to have hourly/non-exempt employees clock out and continue working. It is not a good idea for an employer to do this to salaried/exempt classes either though, because it violates federal law if it turns out those salaried/exempt classifications weren't kosher. It would be better to just treat them as salaried and not have them keep track of their time at all!

    Suppose ACME wants a janitor that they can work to death. So they hire some guy, give him a $15,000 yearly salary and tell him congrats-- "you're our new software engineer/manager/sysadmin/CEO. Here's your mop and bucket. Get to work."

    Giving someone a specific title does not make them ineligible for OT. My example was dramatic but it applies just the same to a "programmer" who spends 10% of his time coding and 90% doing clerical work. If ACME has this guy clocking out and working an additional 20-30 hours a week, due to the *real* nature of his work, the company is in violation of the FLSA for both the hourly and salaried classfications and can be sued for either reason for OT wages withheld in addition to damages.
    I've been here, I've been there, I've been every f...where

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