How do I handle being asked to work straight 12s for 50+ days as a salaried employee?

Title says it all. Have a job in Manufacturing and our upcoming August/September Shutdown is 50 days to accommodate major infrastructure projects. I was told I would be working straight 12 hour nights to support electrical upgrades related to this project.

I’ll be blunt - I’m 27. I’m a degreed electrical engineer and make just over 6 figures as a salaried employee. I typically work a 50 hour weeks flexing to 60 as needed. I have worked 2 weeks of straight 16s to help maintenance/engineering finish jobs on time. I’ve worked 24 hour shifts. The point I’m trying to make is that I don’t keep score with the company but this seems excessive.

I like the work and I like the job, but simply don’t feel I’m paid enough to accommodate this. Even though I’m maintenance-adjacent, I don’t make any bonuses or overtime a boss/tradesmen would and only have 3 weeks of vacation. The lost overtime alone is over 20k (assuming 12s, will be closer to 13/14). Not to mention the lost time outside of work.

I have an amazing boss, however he is close to retirement and has done this type of schedule before in his career. He will simply do what needs to be done because in his mind it’s the right thing to do.

What would be a reasonable way to negotiate a bonus/additional vacation commiserate with this schedule?

Jobadvisor

It sounds like you're in a tough but not uncommon situation for salaried professionals in manufacturing, especially during major shutdowns. It's good that you like the work and your boss, but you're right to feel that 50+ days of straight 12-hour shifts is excessive and deserves special consideration. Here's how you can approach this, keeping in mind your desire for a reasonable negotiation:

1. Document Everything

Before you even talk to anyone, start gathering information.

• Confirm the exact schedule: Get clarity on the start and end dates, exact shift times, and if there are any planned days off within those 50+ days.
• Understand the "why": You mentioned major infrastructure projects. Knowing the criticality of your role and the overall project stakes will help you frame your value.
• Review your employment contract/offer letter: Look for anything related to expected hours, overtime, or special project compensation. While salaried usually means no overtime, there might be clauses about extraordinary circumstances.
• Quantify your potential "loss": You've already started this by calculating lost overtime for a tradesperson. Now, calculate your effective hourly rate during this period if you were to work 12s for 50 days straight at your current salary. Compare this to your typical effective hourly rate. This helps illustrate the financial impact.

2. Research Industry Standards (If Possible)

While difficult to get precise numbers, try to gauge what others in similar roles at other companies might receive for such demanding schedules.

• Networking: Discreetly talk to peers in other companies (if you have them) in similar manufacturing roles about how major shutdowns are handled for salaried engineers.
• Online forums: Professional engineering forums might have discussions around this.

3. Prepare Your Argument – Focus on Value, Not Just Grievance

You need to present a business case for why you deserve additional compensation or time off, not just express dissatisfaction.

• Highlight your critical role: Emphasize that your specialized skills (degreed electrical engineer, experience with 16s/24s) are essential for the success of these electrical upgrades. Without you, what would be the impact? (delays, safety risks, etc.)
• Acknowledge company needs: Start by stating you understand the critical nature of the shutdown and are committed to its success. This shows you're a team player.
• Stress the extraordinary nature of the request: Frame this not as standard work, but as an exceptional and temporary departure from typical expectations. Compare it to your usual 50-60 hour weeks.
• Impact on performance and well-being: Explain that while you are committed, such a sustained, intense schedule can lead to burnout, decreased productivity, and potential safety risks in the long term if not properly managed. This isn't just about you; it's about the project's success.
• Propose solutions: Don't just complain; offer constructive solutions.

4. Decide What You Want – Be Specific

Before you go in, know your ideal outcome and your acceptable compromise. Consider a combination of:

• Financial Bonus:
  • Flat sum: A lump sum bonus directly tied to the successful completion of the shutdown.
  • Daily stipend: A set amount for each 12-hour day worked beyond a certain threshold (e.g., beyond your usual 60 hours/week).
  • "Effective Overtime": While you're salaried, you could propose a "premium pay" for hours beyond 8 or 10 hours a day, or beyond 40 or 50 hours a week, specifically for the shutdown period. This acknowledges the extra effort without calling it overtime.
• Additional Paid Time Off (PTO)/Vacation:
  • Equivalent to your "lost" time: Calculate how many extra days off would compensate for the additional hours.
  • Immediate post-shutdown leave: Request additional paid time off immediately following the shutdown to recover.
• Future Flexibilities:
  • Reduced hours post-shutdown: A temporary period of reduced hours (e.g., 40-hour weeks) without salary reduction.
  • More flexibility in future schedules.

Example Negotiation Targets:

• Target 1 (Ideal): A bonus equivalent to X% of your annual salary OR X amount, plus an additional 2-3 weeks of vacation to be taken within Y months.
• Target 2 (Compromise): A slightly lower bonus OR 1-2 weeks of additional vacation, plus a guarantee of standard hours for Z weeks post-shutdown.

5. Schedule the Conversation

• Request a meeting with your boss: Frame it as needing to discuss the upcoming shutdown schedule and your role in it. Don't spring it on him.
• Timing: Do this sooner rather than later, before the shutdown gets too close and plans are set in stone.

6. The Conversation Itself

Remember, your boss is close to retirement and has done this before. He might not fully grasp the impact on someone younger with different career aspirations or personal circumstances.

• Start with understanding and commitment: "Boss, I understand the critical nature of this August/September shutdown, and I'm committed to ensuring the electrical upgrades are completed successfully. My skills are directly applicable, and I want to help the company achieve its goals."
• Express your concerns respectfully: "However, the proposed schedule of straight 12s for 50+ days is an extraordinary ask, significantly beyond my typical work pattern. While I've worked intense periods before (like the 16-hour shifts and 24-hour shifts you know about), sustaining this for over seven weeks without a break is a significant concern for my long-term effectiveness and well-being, and ultimately, for the success of this critical project."
• Quantify the impact (briefly): "To put it in perspective, this schedule represents a substantial increase in my working hours compared to my usual 50-60 hours, essentially doubling my typical work commitment for an extended period. As a salaried employee, this level of sustained effort isn't typically compensated in the same way it would be for our tradesmen who receive significant overtime for similar hours. I've calculated that the equivalent lost overtime alone for a tradesperson would be over $20,000, not to mention the personal impact."
• Propose your solution: "Given the extraordinary nature of this request and my critical involvement, I would like to propose a compensation plan that reflects this commitment. I'm hoping we can discuss either a performance bonus tied to the successful completion of my responsibilities during the shutdown, or additional paid time off immediately following the project to allow for recovery, or a combination of both. What do you think would be a fair way to acknowledge this level of commitment?"
• Listen to his response: He might have constraints or alternative ideas. Be open to discussion.
• Be prepared for "no": If he says no, try to understand why. Is it company policy, budget, his personal philosophy? This helps you decide your next steps.
• Don't threaten to quit (unless you're prepared to): This should be a negotiation, not an ultimatum.

7. Consider Your Leverage

• Your unique skills: You're a degreed electrical engineer. Are you easily replaceable for this specific project and timeline?
• Project criticality: How essential is your participation to the project's success and timeline?
• Your value to the company: Your consistent performance, willingness to flex, and positive relationship with your boss are all assets.

8. What if it's a "No" or an Unacceptable Offer?

• Re-evaluate: Is the job still worth it under these conditions?
• Escalate (with caution): If your boss is unable to help, you might consider talking to HR or your boss's superior. However, this should be done very carefully, as it can be perceived negatively. Only do this if you feel your boss is genuinely sympathetic but powerless, or if the situation is truly untenable.
• Long-term career planning: If this becomes a pattern or the company consistently expects this level of commitment without appropriate recognition, you may need to start looking for other opportunities that better align with your expectations for work-life balance and compensation.

You have a strong case for negotiation. Approach it professionally, focus on the value you bring and the extraordinary nature of the request, and be clear about what you're asking for. Good luck!