|Quoting Jetdeltamsy (Reply 4):|
My first advise is can the drama. If you approach anyone for help describing the situation like you did here, you will likely get nowhere.
You need to contact your Human Resources Department, and/or your state's Department of Labor.
Hourly, non-exempt personnel must be paid for hours worked. Period. It is a felony for employer to alter time records in a fraudulent manner.
Be careful how you handle this. You could very likely get fired. Approach it in a very business-like manner. Keep you complaint BRIEF AND TO THE POINT, keep your opinions about the manager to YOURSELF.
Good luck. You have a legitimate beef. You just need to be careful how you proceed.
Dead On! HR
First and in writing without personal emotion or opinion; The State Labor relations board SECOND, if HR
doesn't respond in a timely manner (And all too often they DON'T). Typically State Labor relations boards jump all over these issues expeditiously. If all else fails (And typically it won't), THEN seek legal advice. Keep in mind, many states have statutes of limitations on grievances (typically six months) so don't let any grass grow on your action. However, remember this, IF HR
investigates, it will come down to her word against yours so back it up however you can with documentation that you worked those hours and for what flights etc. (Documentation not witnesses.)
As far as your personal and probably very valid complaints against your Station Manager, believe me, if the HR
director has it on the ball, they'll do an internal investigation on the Station Manager and that problem SHOULD take care of itself. If it comes to the Labor board getting involved, depending on the State regulations and policies, they usually make certain the HR
dept takes care of such problems. Reason being, if the HR
director is prudent, the last thing they want is a labor claim or legal action as HR
is ultimately responsible for such matters.
Your station manager is probably under a tight thumb-screw to control labor, this could just be reasonable or even unreasonable company expectations, or her inability to manage and control overtime hours (Which is more than likely the case). I hate to sound sexist as there are plenty of capable women in management positions all around the country, but as a consultant, I handle situations like this all the time, and it's almost always--80% of the time or so--a woman manager that should be home baking cookies, not in the world of business, they're too emotional and react to all issues in a 'personal' fashion and keeps a grudge going forever.
So, as it's been said several times up to now, do NOT disparage her, not to anyone, including workmates you think you can trust. Keep your mouth shut and just deal with it. If this is properly addressed, you WILL be contacted and interviewed in confidence by someone in HR
, or upper levels of management, or a third-party troubleshooter. What she's doing violates Federal and state laws and it's for the reasons of her trying to cover her ass with management over labor issues, OR
as a personal vindetta against you. Just zip it up and say nothing, the last thing you need is to give her opportunity to build a defense for any action that will come later.
|Quoting LTBEWR (Reply 5):|
Check your employee handbook or call the home office HR department for you company's 'whistleblower' protections,
NOT blow the whistle, not early on anyway.