Book now with code EOY2025
rsxwithslicks wrote: » They basically tell me I'm qualified to do the work for them but not qualified for the pay or title change. They continue asking me to do work on the servers and what not while "figure out a solution".
rsxwithslicks wrote: » They basically tell me I'm qualified to do the work for them but not qualified for the pay or title change.
IT-Fella wrote: » I believe there is a slight chance for OP to get the IT manager's title and compensation at some point. Do you have a degree? How do you handle the meetings and relationships with vendors? Would it be a possibility for you to go to school and show your employer that you're serious about moving up to a management role?
Nersesian wrote: » I'm willing to bet you're not asking for an additional $150k a year here, so your company is hedging to see if they can get a better deal on the open market. The problem is, they're not being very discreet about it which is going to (understandably) piss you off. I would recommend doing your job to standard, but not much above.
Nersesian wrote: » I was going to comment on the pay rate, but decided to not be snarky because it would come off as mean.
Nersesian wrote: » I don't know what kind of Fisher Price organization you work for, but they should do away with overtime, move you to a salaried position, give you a company card, cell phone and then proceed to work you into the ground with the promise of a helper down the road. You would feel like you came out ahead, they would end up cutting an FTE and the work still gets done(ish). All they would have to do is string you along for a year or so and then get you a warm body to help at minimum wage. 175 to 1 does not a happy end user community make. I guess you could do it if you virtualized the desktop environments, but that's a big ask. For your sake, I hope they've tried to price outsourcing 'cause they've got a pretty sweet deal going on. I've got a crisp $20 that says the next support person in there will last less than a year, which in turn is going to end up costing the company more money than they would have spent by just paying you.
MeanDrunkR2D2 wrote: » Well, honestly you need to find a new job, and find it quick. They'll see your refusal to do what they ask you to do (more than your current responsibilities) for no extra pay as a sign that you don't want to be there and are probably already on their way to find someone to replace you after you have them trained (if not before). Hit the job boards hard and you'll find a place that you'll be treated better and paid fairly for the work they will have you do.
rsxwithslicks wrote: » I totally agree with you but in CA, you can still qualify for OT under non-exempt classifications.
TomkoTech wrote: » If they are in fact offering you to stay hourly at $24.50 and don't want you to work any overtime I would take that in a heart beat. Eventually they will ask you to work over, and then you will be getting the pay you feel you deserve. Especially with having no certs/education right now for you to find a new position paying what you are looking for is going to be a a rough task.
TomkoTech wrote: » Pretty sure a sys. admin title would move you out of that qualification.
wrote: Pulled from the Department of Industrial Relations website (www.dir.ca.gov)employee in the computer software field Except as provided below in paragraph 5, an employee in the computer software field who is paid on an hourly basis shall be exempt under the professional exemption, if all of the following apply:The employee is primarily engaged in work that is intellectual or creative and requires the exercise of discretion and independent judgment. The employee is primarily engaged in duties that consist of one or more of the following: The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software, or system functional specifications. The design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, including prototypes, based on and related to, user or system design specifications. The documentation, testing, creation, or modification of computer programs related to the design of software or hardware for computer operating systems. The employee is highly skilled and is proficient in the theoretical and practical application of highly specialized information to computer systems analysis, programming, and software engineering. A job title shall not be determinative of the applicability of the exemption. The employee's hourly rate of pay is not less than $41.00 [the rate in effect on September 19, 2000]. The Division of Labor Statistics and Research shall adjust this pay rate on October 1 of each year to be effective on January 1 of the following year by an amount equal to the percentage increase in the California Consumer Price Index for Urban Wage Earners and Clerical Workers. Click here for adjusted rate information (pdf) (doc). The exemption described above does not apply to an employee if any of the following apply: The employee is a trainee or employee in an entry-level position who is learning to become proficient in the theoretical and practical application of highly specialized information to computer systems analysis, programming, and software engineering. The employee is in a computer-related occupation but has not attained the level of skill and expertise necessary to work independently and without close supervision. The employee is engaged in the operation of computers or in the manufacture, repair, or maintenance of computer hardware and related equipment. The employee is an engineer, drafter, machinist, or other professional whose work is highly dependent upon or facilitated by the use of computers and computer software programs and who is skilled in computer-aided design software, including CAD/CAM, but who is not in a computer systems analysis or programming occupation. The employee is a writer engaged in writing material, including box labels, product descriptions, documentation, promotional material, setup and installation instructions, and other similar written information, either for print or for onscreen media or who writes or provides content material intended to be read by customers, subscribers, or visitors to computer-related media such as the World Wide Web or CD-ROMS. The employee is engaged in any of the activities set forth in nos. 1 through 4 above for the purpose of creating imagery for effect used in the motion picture, television, or theatrical industry.
rsxwithslicks wrote: » California law stuff
[h=3]The Computer Profession Exemption DOES NOT APPLY to hardware and "IT" workers[/h] As can be be seen below, the actual text of the law limits the exemption to individuals in the "software field." The exemption goes on to explain that individual engaged the "manufacture, repair, or maintenance of computer hardware and related equipment" is not covered the the Computer Professional Exemption. This means that any helpdesk position or "network administrator" will not be covered. If you spend the majority of you time installing, maintaining, or configuring computer hardware such as routers, switches, servers, desktops, laptops, or handheld devices, you are likely entitled to overtime pay, even if your salary is in excess of the amounts listed above. In addition, simply configuring and maintaining existing computer software will also not be covered by this exemption because it is not "intellectual or creative." As such, maintaining a Microsoft Exchange Server, Active Directory, or being a Unix Administrator and handling such things as backups and recoveries, resetting passwords, setting user and directory permissions, and other routine maintenance tasks will not be covered by this exemption and you will likely be entitled to overtime pay, even if your salary is in excess of the amounts listed above.
Nersesian wrote: » - I'm actually kind of interested in what you have to say.. If you don't want to post for everyone to view, I would appreciate a PM. I was going to say I had never spoken to anyone who was paid in gum. These can't all be winners folks. I'm also not an attorney, so my overtime comments were based on the cumulative knowledge of where I've worked and dealt with time sheets over 8 states. I had no idea (obviously) about CA labor law. Bottom line is you're getting the brown end of the stick and it appears as though your employer is trying to make it red. Not nice at all. You must live in the parts of California I've never seen - places that have reasonably priced housing, an affordable cost of living and understanding significant others.
rsxwithslicks wrote: » I've been sending out my resume and realize there's no future here. Considering they've completely stopped looking for an IT manager and instead looking for someone to take my position, would it be considered unprofessional to not train the new hire on the IT manager's tasks? I was not trained in anyway. Just left a word doc with admin accounts/passwords and a diagram showing the network. I do not have a degree. I've been trying to study to gain some certifications but limited time prevents me from attending school at the moment. I handle the meetings and relationships well as I've been a general manager of a small business for over 5 years and understand customer/business relations/service quite well. Haha. I should asked for an additional 150k lol. I get paid $17 per hour ($35,360 annual) and felt that $32 per hour ($66,560 annual) would be fair considering that I don't have the "ideal" amount of education/experience. They offered me $24.50 ($50,960 annual) with the condition of being under review and after I get my A+, Network+, Security+, CCENT/CCNA, and MCSA certifications, we can "discuss" me getting the additional $7.5 per hour I was asking up front. Considering no one has gotten a raise in over 5 years and most people have told me that they get paid less than they did when they first started working here, it would be foolish to believe them. I might get the review but doubt I would get the pay. Furthermore they wanted me to stop doing OT completely. I explained that doing all the desktop support for the company (3 locations and about 175 users) on top of dealing with vendors, tending to all the servers, and researching the procurement of new IT equipment, fixing phones, tending to network issues, etc is not something that can really be done in 8 hours a day. Just putting out the fires since the IT manager left has cause me to go from 8 hour days to average between 10-12-15 hour days every day. I'm sure if I gave them my personal number, they would be calling me through the night as well. Lol.
Verities wrote: » From my perspective you have a prime opportunity to really catapult your career upward and in a very fast manner. I agree with RouteMyPacket; take the pay raise they offered you, get working on those certs, and get that place fixed up. Do NOT be afraid to delegate work to your subordinates, but make sure you're laying the work down on competent folks. Not every company you'll work for is full of unicorns and rainbows.
rsxwithslicks wrote: » I'm considering what you guy are saying... Also there are no subordinates...I am the sole IT person in the entire company for 3 locations and 175 users that continues to grow almost weekly.
Use code EOY2025 to receive $250 off your 2025 certification boot camp!
