Question: In my company of approximately 125 people, all non-exempt personnel are required to punch a time clock. That was instituted by the boss's wife, who is the director of operations.
There are two executive assistants in the company. One supports the director of operations, and the other (me) supports the president. I did not like punching a time clock after almost 20 years as an executive assistant, but I could not get my company to change my classification. The assistant to the director of operations, however, is not required to punch in.
When I began to make waves about our both having the same title and both being non-exempt, the director of operations changed her assistant's title and made her exempt. That's because her assistant refused to punch in and said she would quit if she had to.
My boss is the president and founder, but he doesn't want to be involved in any of these issues, and I can't count on him for any help. Our HR is overseen by the director of operations, so there is no help for me there, either.
The company pays well and has fabulous benefits, bonus and a paid holiday shutdown. Besides that, I like my boss, and my job is very interesting. But I know I'm much more qualified and experienced than the other assistant, and I'm having a hard time dealing with her being salaried and my being non-exempt and punching a time clock.
I wonder if anyone might have any thoughts on this, and thanks. -- Anonymous