Thank you for your advice.Its quite common for people to move from an overtime, hourly paid role with overtime into a salary position where overtime is not paid. I've done it as part of career progression and I'm sure plenty of other people on here have done so as well.
Work has changed post the pandemic and has moved more and more to an outcome based solution and away from the 9-5 clock in/clock out. That requires both employers and employees to be flexible. For example, I have a home worker in my team, gets up at 6am, does and hour and half work, then gets the kids to school and is back working from around half 9 to half 2 when she logs off, does the school run and then logs back in to tidy up. She's done by 3.30, it suits her, it suits me and the job is done. If I need another half hour because we're delayed, I'll ask and get it but if everything is done at 2 o'clock on a Friday and she wants to log off, fine be me also. She's doesn't even need to ask as it is about outcomes, not hours.
If I was your new manager and you rocked up with a solicitor in tow to discuss your T&C's I'd withdraw the offer. You wouldn't be worth the hassle is the most polite way of putting it. So rather then "demanding" and "going legal" you should be sitting down with the manager and asking them, how to make this work. For example
And if you don't like his answers, you don't have to take the role.
- You've mentioned they are short staffed, what are his plans to address this? Is it to make up the time with your additional hours?
- How often does he anticipate evening/weekend working? There may come a time in your career when you need to do this to get a project or deal finished but it shouldn't be the norm
- What kind of flexibility is he offering? What is the ability you have to manage your time?
- What are the bonus/Share options etc for the role. I don't get overtime despite working more then my contracted hours every week, but I will get a bigger bonus at the end of the year
- How flexible is he on salary?
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