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by Gustomaximus 655 days ago
For emails, I generally feel these are a 24hr thing. I turn off email alerts so I can focus on my tasks then check a few times a day only.

I used to filter CC emails into their own folder for reading maybe once a day which worked mostly well but occasionally people can't seem to use to/CC as they are supposed to.

Calls I always try to pickup or callback asap but my job calls usually means urgent.

Chat like Teams I'm mixed. Often it's urgent but too many people use Teams in my current company like email and it's really disruptive to work flow getting 50 unimportant messages a day + long "just one more thing' task requests. Ive considered putting an auto-reply of "if it's not on JIRA it's not a task" but that would not come across well.

But generally I feel a better law change would be right to work your contracted hours. Put the onus on the company that they have to get your workload to the contracted hours or pay overtime. Some exceptions for execs on top end pay, but generally this would be a better win for employees, and then you can get that after work call but your being paid extra, which in itself will make people think twice about calling etc when they know there is a cost.
1 comments
cj 655 days ago
Isn't what you're describing the difference between exempt and non-exempt employees? In the US, the protections you're describing exist if you make less than ~$60k. Above that amount and you're exempt from being entitled to overtime.
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anon373839 655 days ago
> if you make less than ~$60k. Above that amount and you're exempt from being entitled to overtime.

This is incorrect. Entitlement to overtime pay varies from state to state. In California, for example, there are complex rules but for most employees, the analysis ultimately boils down to whether you spend more than 50% of your working hours performing exempt duties. If you don’t meet this threshold — even if you are highly compensated and have an executive title — you are not exempt and you must be paid overtime. It also does not matter if the company is paying you on a salary or hourly basis.

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