Question about workplace ethics

[apac]

I suggest you find a new company.

 

[SeductivePig]

Lie.

After a weekend, and back at work when everyone is BS'n and talking about what they did or whatever, say you met some girl and you two really hit it off and you have a date planned in a couple of days. Continue it on and escalate it over time. Just make people you work with believe you have a special someone. Hell, you can even say shes a single mom. Just need people to believe it is a serious relationship and she is "probably" the one.

Or, if you find a new job and you talk to your new coworkers, tell them you have 1-2 kids that you share custody with or the mom is a deadbeat/ran away and you have them on your own. Use some pictures of cousins or other friends kids.

Messed up? Sure a bit, but no more than you having to pick up more slack because you decided to be single. A friend I know does the second option, he actually uses one of our friends kid as pictures for "his" kid. We all get a laugh out of it and he doesn't get treated any differently from the married guys (he use too till he invented the kid idea when our friend was actually having their baby, he was in a situation like you was suppose to work more because he was single).

Pretty decent idea actually. Not sure how my VP would react if I told him I had a GF. Would probably try to replace me, not sure.

 

[Kelvrick]

Lie.

After a weekend, and back at work when everyone is BS'n and talking about what they did or whatever, say you met some girl and you two really hit it off and you have a date planned in a couple of days. Continue it on and escalate it over time. Just make people you work with believe you have a special someone. Hell, you can even say shes a single mom. Just need people to believe it is a serious relationship and she is "probably" the one.

Or, if you find a new job and you talk to your new coworkers, tell them you have 1-2 kids that you share custody with or the mom is a deadbeat/ran away and you have them on your own. Use some pictures of cousins or other friends kids.

Messed up? Sure a bit, but no more than you having to pick up more slack because you decided to be single. A friend I know does the second option, he actually uses one of our friends kid as pictures for "his" kid. We all get a laugh out of it and he doesn't get treated any differently from the married guys (he use too till he invented the kid idea when our friend was actually having their baby, he was in a situation like you was suppose to work more because he was single).

So she would really be nowhere?

 

[Merad]

My immediate boss (5 years ahead of me) went from my salary ($90/hr) to $140/hr presently. It's not unusual.

If you're only a few years out of school and making 200k+, frankly, quit bitching.

No, the situation isn't fair. Life isn't fair either. You can put your head down and live with it, refuse to work the extra hours and live with the (possible) consequences, or find another job.

 

[SeductivePig]

If you're only a few years out of school and making 200k+, frankly, quit bitching.

No, the situation isn't fair. Life isn't fair either. You can put your head down and live with it, refuse to work the extra hours and live with the (possible) consequences, or find another job.

Lmao learn to read man. I make 1/3 of that. 62k.

 

[AreaCode707]

The Civil Service Reform Act of 1978 (CSRA) contains a number of prohibitions, known as prohibited personnel practices, which are designed to promote overall fairness in federal personnel actions. 5 U.S.C. 2302. The CSRA prohibits any employee who has authority to take certain personnel actions from discriminating for or against employees or applicants for employment on the bases of race, color, national origin, religion, sex, age or disability. It also provides that certain personnel actions can not be based on attributes or conduct that do not adversely affect employee performance, such as marital status and political affiliation.

II. What Discriminatory Practices Are Prohibited by These Laws? Under Title VII, the ADA, GINA, and the ADEA, it is illegal to discriminate in any aspect of employment, including:

• hiring and firing;
• compensation, assignment, or classification of employees;
• transfer, promotion, layoff, or recall;
• job advertisements;
• recruitment;
• testing;
• use of company facilities;
• training and apprenticeship programs;
• fringe benefits;
• pay, retirement plans, and disability leave; or
• other terms and conditions of employment.

Discriminatory practices under these laws also include:

• harassment on the basis of race, color, religion, sex, national origin, disability, genetic information, or age;
• retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices;
• employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities, or based on myths or assumptions about an individual's genetic information; and
• denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group.

Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation. Such notices must be accessible, as needed, to persons with visual or other disabilities that affect reading.
Note: Many states and municipalities also have enacted protections against discrimination and harassment based on sexual orientation, status as a parent, marital status and political affiliation. For information, please contact the EEOC District Office nearest you.

If you can prove that your assignments and employment opportunities are being affected by your marital status you might have a valid complaint, but it is more typically used to protect the other direction (declining to hire a parent, etc.)

If you have a decent HR department you might consider having a conversation and keeping a list of issues to show a case of discrimination over time, but honestly it's very unlikely to work out well for you unless the VP is being totally blatant in his comments about reasons, and very consistent and aggressive in the difference of treatment.

Your best bet would be to either deal with it or go look for a new job. Honestly, I've gotten further in my career than most married/parents because I DO put in the longer hours and generally don't bitch about it. So you could look at this as a door open for you if you want.

 

[Merad]

Lmao learn to read man. I make 1/3 of that. 62k.

Then either you only work about 17 weeks per year, or else you're having a major math failure, because you've said in about 3 places that you make $90 per hour....

90 (dollars/hour) * 40 (hours/week) * 52 (weeks/year) = $187,200 per year
And if you actually get paid hourly, it would be quite a bit higher with those extra hours.

$62,000 / 52 (weeks/year) / 40 (hours/week) = just under $30 per hour.

Either way, the three options at the end of my first post still hold true.

 

[AreaCode707]

Then either you only work about 17 weeks per year, or else you're having a major math failure, because you've said in about 3 places that you make $90 per hour....

90 (dollars/hour) * 40 (hours/week) * 52 (weeks/year) = $187,200 per year
And if you actually get paid hourly, it would be quite a bit higher with those extra hours.

$62,000 / 52 (weeks/year) / 40 (hours/week) = just under $30 per hour.

Either way, the three options at the end of my first post still hold true.

If $3.33/hr is a 1.8% increase for him (OP), he's making more than that, isn't that so?

 

[KaOTiK]

Then either you only work about 17 weeks per year, or else you're having a major math failure, because you've said in about 3 places that you make $90 per hour....

90 (dollars/hour) * 40 (hours/week) * 52 (weeks/year) = $187,200 per year
And if you actually get paid hourly, it would be quite a bit higher with those extra hours.

$62,000 / 52 (weeks/year) / 40 (hours/week) = just under $30 per hour.

Either way, the three options at the end of my first post still hold true.

If you read the thread you would see he gets paid a third of what the clients are billed.

 

[trungma]

Welcome to enginnering. This how it is and if you cannot adjust accordingly then its time to find another profession. How much you're paid vs how much they charge you out at is really none of your concern. Put in your time and stop complaining will get to where the 30 year old manager is at.

 

[Craig234]

Lying is wrong. The fact you say 'good idea' to the suggestion of lying tells me not to try to help too much. But it's not fair, but that's not the only question.

You can have a battle by raising the issue - HR is probably more sympathetic than the exec. But you could be leaving after doing so.

You could ask for compensation for what's not fair.

You're providing a service.

 

[BoomerD]

Is it fair? Of course not.

Is it discrimination? Nope...not at all...even though it might qualify as disparate treatment.

Is it normal? Pretty much.

Me, as a married man with kids, I always wanted more hours...(more hours = more money--fuck salaried work.)