Slowly…you’re getting it Josh…slowly you’re learning about the wonderful world of retail!
HAHA… I love Josh’s reaction in the last panel.
This is Josh.
This is Josh with a dose of reality.
But is it going to stick or does it require more doses?
Have we ever seen Josh curse before? I don’t think so.
I’m sure Cooper has a spare “Clue by 4″ in the back if needed.
Josh is starting to show the same anger Marla did when she was the assistant. Yes, he’s getting it. Yes, Marla’s doing good for him. Maybe he will finally see the light of day! I hope this week has an uplifting conclusion and not… Stuart.
Under the federal FLSA or Fair Labor Standards Act (which Marla noted previously), an exempt employee must be paid the same weekly wage regardless of the quantity or quality of their work. In other words, an exempt employee who works less than 40 hours during the week, cannot be paid less than their usual weekly salary if the employee is ready and willing to work the whole week. Many exempt workers work less than 40 hours a week (just not usually in retail).
Yes, the words are “ready and willing” to work. But, if they call in sick or have a family emergency that isn’t covered under the Family Medical Leave Act, then such largesse does not apply.
It would really suck if you worked say 50 hours one week and 30 the next and they docked your pay for the second week. Seems it would more than even out considering all the time you work over 40 hours.
Depends on how you get paid. I currently get paid every other week and if I were fortunate enough to be in that situation, the hours of the two weeks even out to 80 hours total.
I doubt it has anything to do with when you get paid, but how the time is calculated.
One place I worked (not retail, though) traded in overtime using TOIL (“Time Off In Lieu”): the extra hours you logged were able to be reclaimed when it was suitable for both worker and management. It was useful for celebrations, extended vacations, Christmas shopping, stuff like that.
Was this a salaried position? Or was it hourly? As in, if I worked 50 hours in one week, was this in lieu of them paying overtime?
It was salaried. I’ve also been under “salary plus overtime” that paid for the extra hours. In some ways, being able to accumulate TOIL hours provided flexibility for visiting relatives or attending events.
I see Josh becoming even more of a slacker than he already is. He’ll find a way to be there without working. He’ll get his salary, he’ll get under Marla’s skin and he’ll drag his feet so that the work gets done by someone more “efficient.”
Ooh, that would indeed be a nice twist, but I don’t know if that would be a good addition, he would become a second courtney, except smart and sucking up to Stuart.
I seem to recall a strip in which Marla indicated that THERE ARE NO weeks when she works less than 40 hours.
As a practical matter, would that make this a non-issue?
Yeah, I know. Even if it does, it’s still the principle … and it SUCKS.
Hmm, Josh becoming a new Courtney is possible but dull. I think it might be more interesting if it alters the dynamic with him and Stewart, essentially now going to see if Stewart will be willing to alter policies or change things and then a few new rows for Marla to have to deal with. Either that or maybe Josh getting bitter about the potential of others for overtime, maybe taking the view of ‘if I can’t get any then no one can’ or something similar.
Aha!!! Josh is beginning to see the light!! Will he come over to the good side?
Now I understand why all the assistant managers where I used to work would gather to giggle, take long, on the clock breaks and lunches, have the hourly workers do the work assigned to the managers, and claim that their sole responsibility was to make sure others actually worked. They sure dogged us to get everything done so they could get their bonuses.
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