December 26, 2009 at 11:39 am
Comments posted to this topic are about the item Holiday Coverage
December 28, 2009 at 7:46 am
Christmas isn't that important a holiday to me. I like the day off, and it's fun doing presents, but it doesn't have a religious significance nor importance to me. So, I don't mind working on it when it comes up.
When I was a kid, my best friend was from a Nepalese/Tibetan family, and they were all Buddhists. His dad was a bartender and a chef, and he loved working on Christmas and Christmas Eve. The tips were outrageously good. And, of course, with their social background, Christmas was just another day to them.
I see it pretty much the same way these days.
So, one possible solution in some workplaces might be to have people take the holidays that matter to them, and cover for others on the holidays that matter to those. That'll depend on how diverse the workplace team is, of course. Of course, this would have to be managed in such a way that it didn't lead to "workplace religious discrimination" lawsuits.
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December 28, 2009 at 8:46 am
Our company allows people to work the holiday as an option to being able to take an extra comp day when you want/need it...
December 28, 2009 at 9:21 am
I agree with Steve. However, I think whenever it's feasible, companies should offer time and a half (i.e. overtime rate) and the option for employees to work on holidays. This incentivises employees for working extra & ideally, provides the opportunity for those who do work, the opportunity to earn some extra money.
I think this similar to Steve's suggestion regarding the extra days off. For someone like myself though who doesn't "vacation", I'd personally like the opportunity to make some extra money. Even if I wanted to have a certain holiday off, I'd be hard pressed to turn down an extra 50% pay! :w00t:
December 28, 2009 at 9:38 am
I hadn't thought of that, but companies ought to offer pay for holidays. I know we're on salary for the most part, but we should get compensation for holidays, especially if it's working at night for a deployment/maintenance.
December 28, 2009 at 9:48 am
Yeah, I work for a relatively small company (15 employees) so we don't always have the option to pick & choose who gets to work when. Fortunately though, everyone is considerate & reasonable when it comes to deciding who is going to stay late or come in on the weekends.
I would expect that most departments in a larger company have similar unwritten policies when it comes to these types of decisions. Ultimately, it depends on the management though.
December 28, 2009 at 9:51 am
Steve Jones - Editor (12/28/2009)
I hadn't thought of that, but companies ought to offer pay for holidays. I know we're on salary for the most part, but we should get compensation for holidays, especially if it's working at night for a deployment/maintenance.
One place I worked offered double pay to hourly employees if they worked a scheduled holiday. That seemed fair.
- Gus "GSquared", RSVP, OODA, MAP, NMVP, FAQ, SAT, SQL, DNA, RNA, UOI, IOU, AM, PM, AD, BC, BCE, USA, UN, CF, ROFL, LOL, ETC
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"Nobody knows the age of the human race, but everyone agrees it's old enough to know better." - Anon
December 28, 2009 at 11:35 am
I agree with Dave that there should some type compensation. Alexander, I think you are right. Based on my experience, there are unwritten policies in both large and small companies that managers will use.
December 28, 2009 at 3:33 pm
I don't disagree with any attempts to request (or demand if you feel it necessary) additional compensation (perks, pay or paid time off). However, if you were hired to manage a data center with the intent to maintain uptime, that should already be factored into your compensation package. So saying people should "demand" more may, in some situations, seem like a slap in the face to your employer.
For instance, when I went home for Christmas there was a blizzard. A friend of the family worked for the city and had to clear the roads Christmas Eve and Christmas day. It's unfortunate because he didn't get to spend time with his family those two days. At the same time, that's his job. If he didn't want to do that or didn't want to do it for the amount he is paid, then he wouldn't have accepted job.
There are a lot of people that need to be more accountable for their duties and actions. If you agreed to the terms of employment, then hold up your end of the deal. If you feel it is necessary or time to renegotiate, do so.
December 28, 2009 at 3:41 pm
However, if you were hired to manage a data center with the intent to maintain uptime, that should already be factored into your compensation package...If you agreed to the terms of employment, then hold up your end of the deal
mzak, good point. I completely agree.
December 28, 2009 at 4:18 pm
Mzak,
you are correct. However many jobs, many IT jobs, don't specify holiday requirements. I've never had that be stated when I was hired. You're expected to "do the job". Being a 24x7 shop doesn't mean you work every holiday, or that you work holidays without compensation. Typically lots of those jobs, like snow plow people, get paid more when they work on a holiday.
December 29, 2009 at 6:31 am
My wife's new boss decided to shut down the the department (not IT, but at a major university where most students will be gone anyhow) for the entire week. Alas, this was after I already committed to work that week.
...
-- FORTRAN manual for Xerox Computers --
December 30, 2009 at 5:34 pm
Hey, I ALWAYS get holidays off...unless something breaks!
I think it's the same thing as being salaried...you take the occasional afternoon off or sneak out early knowing that you're going to make it up some other time. We're lucky that we get holidays off, but many of our customers don't and if a system breaks, we're going to have to fix it. Just part of the job.
December 31, 2009 at 3:28 am
I know a company that runs the following concept:
During weekend and Holiday there will be a three level support system:
Level 1: On Call
You have to be reachable by phone for 12hrs and you'll need to be able to (remote) log in within one hour after receiving the call. 12hrs are paid 50%, the time you're Online: 100%.
Level 2: Stand by
You have to be reachable by phone for 12hrs and you'll need to be physically in the office within one hour. 12hrs are paid 100%. Time you're "in": 150%.
Level 3: On duty
It's just like a "normal working day", except getting 150% paid.
Sounds like a fair concept to me...
Since our company is closed over the Holidays and I'm lucky enough not to be one of the folks being responsible for 24/7 availability, I'm at home since December 19th...
December 31, 2009 at 8:58 am
That seems pretty fair. Good that they're recognizing holidays with extra pay for those working.
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