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Employment Law/Out of Town Business

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Question
Hi Shirley~  I am going out of town for a conference with my company's owner & Vice President (his brother).  I am an hourly employee & therefore will only be paid for an 8 hour workday each day.  Because I am only being paid for 8 hours, I feel that my evenings should be my own.  How do I delicately address this with them as I'm sure they will expect me to join them for dinner & such?

Answer
Technically if you are asked to go to a business meeting after your 8 hours you should be paid for the time.

As HR I will tell you that you need to evaluate whether your time in the evening on your own is more important than advancing your career.

I have been in the same situation a few times. when I am approached for dinner I often say "I can go for dinner, however, I am busy working on something so I can't stay long. I eat and excuse myself. I this way show up at dinner (I have to eat anyway) and I excuse myself after dinner is finished to my own time.

I have before said "I am sorry, but I have made other plans for dinner tonight, could I have dinner with you tomorrow night instead? I gives me one evening at least on my own.

Sometimes dinner with management is not bad, a lot of things are discussed during dinner meetings and it makes you look like an employee that is going the extra mile and interested in their discussions.

I guess I am saying pick your battles.

Shirley


P.S. another tactic is to say "I'm just going to have a salad in my room and relax from the day, I really don't feel like dinner.

Or


I have said I planned to go shopping this evening, take in a movie, visit a museum so I won't be available for dinner tonight, I'll just grab something on the run. Some excuse which will let them know that you wish to do something else.

I do manage to have dinner at least once on a trip to show that I am not avoiding having dinner with management. I use those times to bring up a class or a project I would like their help with.



Shirley

Employment Law

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Shirley McAllister, CPP, PHR

Expertise

I can answer questions about payroll laws and payroll tax laws and Human Resource laws and agencies. I can answer federal payroll and human resource law questions and most states; I do not have a knowledge of the local taxes for cities and counties within the state. If and when I can I will try and send you the website where you can reference the answer and where you can obtain more information as well as a contact number if needed for that particular agency. Some agencies I have worked with are IRS, Department of Labor (federal and state), Revenue Canada (and provincial governments), Inland Revenue, OSHA (0ccupational Safety and Health Administration); Social Security Administration and National Child Support as well as other agencies in Payroll and Human Resources. Some Laws I am particularly familiar with are FLSA (Fair Labor Standards Act), ADA (Americans With Disabilities Act), FMLA (Family Medical Leave Act) COBRA (Consolidated Omnibus Reconciliation Act ) , QDRO's, QMCSO's, and other support orders and garnishments, USERRA (Uniformed Services Employment and Remployment Rights Act,PPA Act (Pension Protection Act of 2006, As well as most other employment type acts. I am also well versed in the Title V Civil Rights Act and the HIPAA (Health Insurance Portability and Accountability Act).

Experience

30 years in Payroll and Human Resources

Organizations
SHRM (Society of Human Resources) APA (American Payroll Association) DOLEA (Department of Labor Employers Association) CPA (Canadian Payroll Association) NAPW (National Association of Professional Women) The Mentoring Network

Education/Credentials
PHR Certification in Human Resources CPP Certification in Payroll in U.S. Payroll Administrator and Payroll Supervisor certification in Canada

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