Forums
Furlough Exempt Employees
Legal Forum
Furlough Exempt Employees
Discuss employment-law issues such as family leave, overtime, disabilities law, harassment, immigration and termination.
If we implement a furlough for 5 consecutive days and we tell the employee they are not work those days and they do, I understand I have to pay them and I can reprimand them, but that defeats my purpo
0
Cat:Topic ForumsForum:ForumId54
Cat:Topic ForumsForum:ForumId54Discussion:DiscussionId35910
Forums » Topic Forums » Legal Forum » Furlough Exempt Employees
|
Furlough Exempt Employees
posted at 6/30/2009 10:16 AM EDT
|
Posts: 3
First: 4/30/2007 Last: 6/30/2009 |
If we implement a furlough for 5 consecutive days and we tell the employee they are not work those days and they do, I understand I have to pay them and I can reprimand them, but that defeats my purpose. What if they say, go ahead and furlough me, I am still going to work. |
|
|
Furlough Exempt Employees
posted at 6/30/2009 1:41 PM EDT
|
|
Posts: 3
First: 4/30/2007 Last: 6/30/2009 |
Thank you for your comments, I completely agree, however, I have an executive who manages a large group of people who completely opposes this opinion. Because these employees work onsite at one of our clients, she feels that they have the right to support the client. |
|
|
Furlough Exempt Employees
posted at 6/30/2009 4:52 PM EDT
|
|
Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
While I agree with the others you raise an interesting situation.
I agree that your employees must support the client, after all isn't that what you are in business for? But, you have an executive (I assume they work for you) who is not playing nice with others. If my assumption is true the response is similar. However, again looking at sustaining your business and achieving the goals of your temporary layoff I would suggest having this leader work with the customer and rotate the sabbatical for these employees in order to achieve the desired savings. |
|
|
Furlough Exempt Employees
posted at 7/2/2009 7:31 AM EDT
|
|
Posts: 1771
First: 10/24/2002 Last: 9/14/2011 |
Your employees have the right to support your organization's clients as your organization dictates. They do not have the right to support your organization's clients just because they (the employees) feel like it. Your executive needs to understand that what the organization does or does not do is up to the organization's leadership, and not up to its employees.
What if your executives decided that your employees should dress neatly for work at client sites, and your employees decided that your clients shouldn't care about this? Would your executives just throw up their hands and say "Oh well, nothing we can do about this!" If your organization chooses to NOT support its clients for a week, and your employees choose to defy that order, then your employees are being insubordinate. And insubordination is grounds for dismissal. Period. |
|
|
Furlough Exempt Employees
posted at 7/2/2009 8:33 AM EDT
|
|
Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
I would say that executive has a beef to take up with senior management, or whomever issued the furlough orders. Don't get involved in a fight above your pay grade. Just sharing the concern with whomever your report to gets it up the ladder to those who have to enforce the rules.
In our world, this discussion would happen amongst decision makers. If you are one of those, and this person reports to you, then listen to the issue, and proceed from there. It might me discipline, but it might also mean a bigger revenue decrease would occur than the savings expected, which would defeat the purpose. You can't always fit everyone under the same blanket. |
Forums » Topic Forums » Legal Forum » Furlough Exempt Employees
