Last week, I was talking to a CEO who said to me, "I am not going to hire anyone anymore who can't work overtime."
He explained that at certain times of the year, he needs to ramp up, usually for only a few weeks at a time. But when an employee can't put in longer hours ( even if paid extra) it creates a problem for all.
I responded by telling him that many people have outside responsibilities that could prevent them from coming in earlier or staying later. That's understandable," he said. "But I have a company to run so a job at my company would not be for them."
There in lies the clash of business needs with real life responsibilities of many of today's workers. This is a complicated issue: Even if someone signs on for occasional overtime, what it his life demands change? Should a worker be allowed to say, ' I don’t want to work overtime and would rather go home?' And, when does occasional overtime become more than “occasional”?
Allison Green at Ask A Manager says this:
* Generally, you should try to be flexible and accommodating when you’re asked to take on something at work outside of your normal work schedule, particularly when it’s temporary, but there’s a point beyond which it’s reasonable to push back. Certainly sleeping at work and working 18 hours days falls well over the line of reasonable (unless you knew you were signing up for that, such as if you were working on a political campaign).
* Your employer can require you to work whatever hours they want, and can change it at any time, unless you have a contract that states otherwise.
* A reasonable manager will work with someone who isn’t able to take on additional work hours, particularly when it’s many extra work hours, and particularly if the employee is willing to be flexible to the extent they can be.
* Not every manager is reasonable. But plenty are.
The CEO I spoke with said he is upfront about expectations. His position on it made me wonder: If overtime is mentioned during the interview process, could it eliminate your ability to get any flexibility on this issue in the future?
Here's what you should know: There’s no federal law on the number of hours someone can be required to work or the length of a break (or even requiring any break at all); that’s all up to individual states.
CEOs have their eye on the bottom line and the health of the business, and they may forget that employees are persons with real needs and real responsibilities. I find it unrealistic for this CEO to think he can hire loyal employees who will be willing to work overtime at any given point in time. In life, complications arise with kids, parents, friends, community commitments — even our own health. There will be some who will jump at the job because they want the opportunity to earn overtime pay. But will they stay long term?