Conference 7.286::digital

re: .0

This would be impossible in the U.S.  The wage classes, and the types of 
jobs classified within them, are defined by the federal government. 

If you could make everyone wage class 4, then you wouldn't have to pay any 
overtime.

Ray

    
    they have re-classified the non-exempt job titles and reduced the
    number of technical classifications.  Just like what happened to the 
    w-4 people about three years ago.

    
    We have been moved (in the same group) from 2's to 4's back to 2's 
    and back to 4's in my 7 years here in Digital as part of the same
    organization.  
    
    
    
    Mike  

Isn't there also a wage class 3 which is similiar to wage class 2 in the
sense that you still are paid overtime?

Larry

    
    Wage Class 3 is, indeed, paid overtime.
    
    They are not required to submit weekly time cards, though, unless
    they need to report illness, vacation, holidays, overtime, etc.
    
    Wage Class 2 workers, I believe, are required to submit weekly
    timecards (to get paid.) 
    
    Perhaps the company is planning to change Wage Class 2 employees
    to be Wage Class 3.

    The company will never classify W-2 people to W-3 unless it is
    absolutely necessary. W-3 are paid salary plus overtime. Only
    a few field service types get this type of compensation.

    My management tried to classify my job code to W-3 several times and
    were shot down.

    There isn't much difference between W-1 and W-2 employees these days.
    The difference use to be that W-1 employees punched a time clock and
    W-2 employees filled in their time cards themselves. Now both write
    out their timecards.

    I would be extremely upset if the company change my job to W-4. Without
    an hourly increase to my current pay scale, I would refuse to work OT 
    without getting compensation for it.

     Jim

    The company couldn't do that without restructuring the job content of
    WC2's.  The type of job content dictates the wage class code.  Will
    look this up and get back to you on Monday.
    

This and the next note come from VTX JIS and are FYI only.

 .----------------------------------------------------------------------------.
 |News Bulletin update                                  JOB INFORMATION SYSTEM|
 `----------------------------------------------------------------------------'

 News Bulletin as of JUNE 16
	
    U.S. Non-exempt job descriptions have been added to JIS.  They
    have been updated to more accurately document the work as it is
    being performed today.  Additionally, some job titles have changed
    to better reflect the work of those jobs.

    Because many job codes have been consolidated where work was found to
    be very similar, not all current jobs will be found on JIS.  Managers
    will be verifying non-exempt classifications during July and will
    discuss the process with their non-exempt employees in August.

    Most technical jobs can be found in 5600 Technician function.
    Function 2400 jobs can be found in the 5400 Service/Support function.

 .----------------------------------------------------------------------------.
 |Procedure for classifying employees                   JOB INFORMATION SYSTEM|
 `----------------------------------------------------------------------------'
 
 1. KNOW THE WORK
  
    - The manager and employee should discuss the scope and content of the 
      employees' work to reach agreement about the major tasks of the work
      performed.  If additional information is needed to more completely
      understand the work, the employee should complete a JOQ, for exempt 
      jobs or a PDS for non-exempt jobs.  These data collection tools are
      available on JIS.  Use MAIL feature typing JOQ1 for exempt document,
      PDS1 for non-exempt administrative, PDS2 for non-exempt operations 
      and PDS3 for non-exempt technical.  The PDS documents must be printed
      as POSTSCRIPT files.
 
 2. MATCH THE EMPLOYEE'S WORK TO AN APPROVED JOB DESCRIPTION
 
    - Access JIS to locate jobs with the same or similar purpose or
      involving the same basic tasks as indicated in #1, above.

   It is the responsibility of supervisors to classify employees by matching
   their actual duties with the "Summary" and "Tasks" statements of the job
   descriptions.  The factor degree statements may be helpful as a secondary
   reference for differentiating between jobs where the "Tasks" are quite
   similar, although the factor degree statements are generic and apply to a 
   wide variety of jobs across all functions.  They are not intended to be 
   specific to employees' positions.

   Following is a summary of the job matching/classification process.  
   Additional information and assistance are available from Personnel as
   needed for the classification process.


       o Review the job tasks.  Focus on those tasks which represent the 
	 major responsibilities of the employee's work and which best match 
	 the content of the job description on JIS.

       o If the work fits within a hierarchy of jobs, read through the jobs in 
         that hierarchy until the best job description match is found.  The 
         factor definitions in JIS may help to clarify differences in scope 
         between jobs.

       o Select the job description which represents the best match to the 
         employee's work.  If there are differences between an employee's 
         responsibilities and the job description chosen, make note of them.  
         These notes will prove useful when discussing the classification 
         decision with the employee.  You should also identify cases, if any, 
         where no reasonable match can be found.


    If You Have Difficulty Finding a Match on JIS

       o If you are unsuccessful in finding a match, consult with Personnel.  
         They may recommend that you use an existing job description or they
         may recommend a process to modify a description or create a new one.


   3.  CLASSIFY EMPLOYEE

       o Complete relevant boxes on the Employee Data Change Form.

       o Obtain appropriate review and approval of the classification you
	 have selected.

       o Communicate the new classification to your employee.


   If an employee disagrees with the job code and description assigned by
   his/her supervisor, the Open Door Policy can be used as the vehicle for
   resolving classification disagreements.

    I am a W/C 2 employee and also an individual who processes weekly RTE
    (Remote Timecard Entry) from my site.  DEC absolutely should eliminate
    W/C 2 and migrate those employees to W/C 3 (not 4) for a number of
    reasons.  It definitely would reduce payroll/timecard processing costs,
    both in $'s and human costs.  We are hitting situations at my current
    small site where we have (today) only 2 administrators who can enter
    payroll weekly - & each week both are needed to do this, so if someone
    is out sick (one of either of us) or on vacation, payroll can't get
    entered without going to extraordinary measures, or coming in sick, or
    comming in while on vacation, etc. which is obsurd.  At least if
    everyone were a W/C 3/4 then they would get 40 hours pay even if the
    facility were short staffed for payroll purposes, and (next week) they
    could make up any overtime, or vacation/sick days, etc.  FYI, at my
    site my counterpart is pregnant and will be leaving shortly, then
    payroll can't be done.  I am waiting for management to make a movement
    on what they want to do, but so far they are ignoring the situation.
    
    W/C 2 carries a stigma, I'm sorry to say but for some reason @ DEC, W/C
    3 and 4 prople feel superior to W/C 2 (especially administrators I have
    noticed) and I don't understand why.  It doesn't make sense to me
    whatsoever.
    
    Regarding O/T, because of downsizing in the corporation, I an sole
    support, and this includes phone coverage for an entire floor of my
    facility, it includes 2 managers, logistics, facilities, about 36
    engineers as well (who service the field and therefore have no
    voicemail).  I'm note sure that you can imagine what it is like to be
    in this situation - let me assure you it is horrid!  When I take a
    chance and quickly run to the bathroom, or the FAX, or the photocopier,
    or the mailroom, or the coffee room, or to search out an employee for a
    phone call on hold, I can't hear the phone (of course) and sometimes
    return to my desk to have 3 lines ringing off the hook, or complaints 5
    min later as to where were you!!  I've been in this situation for 1
    year, and in fact I tried for (9 months) to get someone/anyone to watch
    the phones, for example, when I needed to relieve myself, but herein
    comes the attitude I refered to before - I got comments like, I'm too
    busy, make it snappy, or just plain NO.  Mgmt's answer is to again not
    address the situation except when it becomes a problem to blame it on
    me.  
    
    I'm sorry for the digression, but I had to get that off my chest.
    
    The other issue that is referenced in the responses is OT.  Absolutely
    W/C 2 individuals should be paid overtime.  They should be reclass. as
    a W/C 3.  For myself, I have been working approx 51 hours a week for
    the last 2 months, OT before that averaged 6 - 8 hours/week.  Do I need
    to work this much OT - Yes, until they smell the coffee and get a 2nd
    person here to help me, both with the phones and workload.  Mgmt still
    wants the work done.  If I were reclassafied as a W/C 4 with no OT,
    that would be stupid, I'm a secretary, I'm paid pittance now, how could
    they expect me (or better yet) why would I want to work overtime when I
    am not compensated in my regular pay.  They would have to double my
    salary to start.
    
    It would help me (at least a small bit) to not have to worry about
    payroll entry/or non receipt of a check for myself and other W/C 2
    employees for a week when entry could not be done at the facility for
    whatever reason.  It would save DEC many dollars in eliminating W/C 2
    and reclass. as W/C 3 - cause when I don't get a paycheck, through no
    fault of my own, I have to involve about 5 people to issue me a check
    for work that was performed.  Just multiply this amongst all W/C 2
    employees.  Secondarily, manufacturing jobs (other W/C 2 positions) are
    disappearing from the company.  There is little need for this class
    
    I vote YES on eliminating W/C 2, but make me a W/C 3 *** or if you want
    to make me a W/C 4*** then double my salary.
    
    

>    comming in while on vacation, etc. which is obsurd.  At least if
>    everyone were a W/C 3/4 then they would get 40 hours pay even if the
>    facility were short staffed for payroll purposes, and (next week) they
>    could make up any overtime, or vacation/sick days, etc.  

And if it is prolonged 'short staffing'?  Perhaps not everyone can afford
to wait until Digital gets around to paying them the money (salary, OT)
owed to them.  It seems the burden is (should be) on DigitaL to provide
adequate staffing to get the payroll out on time AND in full.

>    payroll can't be done.  I am waiting for management to make a movement
>    on what they want to do, but so far they are ignoring the situation.

You did mention this to them specifically?

>    W/C 2 carries a stigma, I'm sorry to say but for some reason @ DEC, W/C
>    3 and 4 prople feel superior to W/C 2 (especially administrators 
                                                        ^^^^^^
             well, they believe that no matter what you classification :-) :-)
	
>    that would be stupid, I'm a secretary, I'm paid pittance now, how could
>    they expect me (or better yet) why would I want to work overtime when I
>    am not compensated in my regular pay.  They would have to double my
>    salary to start.

Well, if they doubled your salary, they would expect you to do quadruple
the work :-).
    
-Joe

    re:10
    I am in services with only one secretary. We answer phones for her and
    run errands for her etc.etc. We also have voice mail through our paging
    company. We are currently looking into having AT & T voice mail pick up
    on the third ring as our secretary is to darn busy. She has the same
    problem you do. No work gets done if the phone doesn't stop ringing.
    Good luck to you. P.S. call your district manager with your suggestions
    to correct the problems, problems they have enough of, solutions are
    alwys welcome.

    re 'doubling your salary'  Ha, ha ... you better wake up and smell the
    coffee.
    
    Ask any ex T-5 who is in support.  They went from wc3 --> wc4 and lost
    all overtime pay, they still have standby and only get paid (weak, very
    weakly) for any callins.  Did they get doubled salaries, no... and they
    will not.  If they ever did that to any wc2's they would have an entire 
    wage class up in arms.  
    
    You might get double salary, but who would be available to support 
    digital?
    
    Dave

    re: WC2 -> WC4 and doubling salary for the loss of OT.
    
    Back in the old days when I was a WC2, the next job level was a WC4
    job. Our manager at the time said that myself and two others were ready
    to move up to the next level but he left it up to us to decide when we
    wanted to make the move because of the income hit we would take by
    losing OT. The job responsibilities were essentially the same and the
    same amount of work had to be done, but we wouldn't get paid OT for it.
    What an incentive! Also, we wouldn't be getting an increase because we
    were all already in the salary range of the next level. The 'big'
    benefit of advancing is that we would be brought up to WC4, then when
    we advanced, we could get the 'big bucks' or even apply for other WC4
    jobs. I decided to wait for a little while to try and stabilize my
    finances before I took the hit. During this period, I was asked to
    apply for a WC4 job for which I had the training and experience. Of
    course, it was a WC4 job several steps higher than what used to be
    called WC4/level 4 (bottom rung of the WC4 at the time). When they
    found out that I'd have to be brought 'up' to WC4 as well, the job code
    and attendant salary were severely downgraded. I told them thanks but
    no thanks. It took them a year and a half to fill the job. You've 
    gotta love it!

    >> When they found out that I'd have to be brought 'up' to WC4 as well,
    the job code and attendant salary were severely downgraded.  I told
    them thanks but no thanks.
    
    >> The 'big' benefit of advancing is that we would be brought up to
    WC4, then when we advanced, we could get the 'big bucks' or even apply
    for other WC4 jobs.
    
    A perfect example of wage class 'differentiation' as far as the
    thinking goes @ DEC - this doesn't make sense to me.  There are
    professional, highly capable, and competent employees at every level of
    this organization, frankly, in my opinion, more of them in the field
    organizations that at upper levels and also most certainly does include
    those at lower levels in the corp because they know how to get the work
    done!!!.  
    
    Personally I think that W/C 4 employees (below let's say $40,000)
    should be paid for their OT, W/C 4 (between 40 and 60K should be paid
    for OT that exceeds 50 hours/week), also W/C 2 employees should be made 
    W/C 3.  Most importantly, I would like to see that the 'ancient'
    thinking employeed by W/C 3 and above with respect to W/C 2 be
    erradicated.  W/C 2 people are not 2nd class, they handle the
    day-to-day business of the company and are more than capable of doing
    this and beyond.  I personally do not cotton-to discrimination,
    expecially, but not exclusive to, economic or class, discrimination
    in any form - all people have and do contribute, within Digital, to the
    organization's present and future - equally.
    
    f
    
    
    
    
    eliminate WC 2  

How does:

>    this and beyond.  I personally do not cotton-to discrimination,

reconcile with:

>    Personally I think that W/C 4 employees (below let's say $40,000)
>    should be paid for their OT, W/C 4 (between 40 and 60K should be paid
>    for OT that exceeds 50 hours/week), also W/C 2 employees should be made 
>    W/C 3.  

Isn't that discrimination (based on salary)?  Just curious....

    Massachusetts General Law Ch 149 Paragraph 148 et seq
    
    The Weekly-wage law:
    
    Employees paid by the hour, by the piece, or by commission must receive
    paychecks on a weekly basis, and pay must be received within six days
    of the end of the workweek that the money was earned.
    
    Employee who work a seven-day week may be paid within seven days.
     
    Biweekly or Monthly payments are illegal even if an employee "agrees"
    to the arrangement. 
    
    Salaried employees can elect to be paid monthly but paychecks must be
    tendered no later than the end of the second week of the month. 
    Payments that are not made until the end of the month violates the
    six-day rule.