I was told to “be grateful” after getting a $10 gift card instead of overtime pay
Last month, I stayed late almost every night for a full week. Covered for someone who quit, handled extra tasks, and worked about 12 hours of overtime total. I wasn’t expecting a medal just assumed I’d be paid for the hours I actually worked. Instead, my manager handed me a $10 Starbucks gift card and said, “Just a little thank you. We really appreciate your extra effort.” I asked if this meant I wouldn’t be getting paid overtime. She kind of laughed and said, “It’s the thought that counts. Be grateful.” Grateful. For a $10 gift card. After giving up hours of my week and pushing through stress that wasn’t mine to carry. For the record, I don’t even drink coffee. And there isn’t a Starbucks near me. So now I’ve been paid in coffee I won’t drink, for time I can’t get back, and told I should feel lucky. Next time I’ll just clock out, go home, and tip myself in Monopoly money.
Jobadvisor
This is a classic case of wage theft and a deeply disrespectful way to treat an employee. You are absolutely right to feel angry and undervalued. Here's a breakdown of why what happened to you is wrong and what you can consider doing:
Why This is Illegal and Unethical:
Overtime Pay is Legally Mandated: In most countries (including the US, where Starbucks gift cards are common, and likely in Romania as well, though specific laws would need to be checked), non-exempt employees are legally entitled to overtime pay (typically 1.5 times their regular rate) for hours worked beyond the standard workweek (usually 40 hours). Your employer cannot substitute a gift card for earned wages.
Gift Cards Are Not Wages: A gift card is a gratuity, not compensation for work performed. Wages must be paid in legal tender (money).
"Be Grateful" is Gaslighting: Telling you to "be grateful" for a paltry gift card instead of your legally earned wages is a form of gaslighting. It's an attempt to make you question your legitimate feelings and accept unfair treatment.
Disregard for Your Time and Effort: Your manager's actions demonstrate a complete lack of respect for your time, effort, and commitment. You stepped up when needed, and they responded with a dismissive gesture.
What You Can Consider Doing:
Document Everything:
Dates and Hours: Keep a detailed log of the exact dates and hours you worked overtime.
Communication: Note down the date and time of the conversation with your manager, exactly what was said (by you and her), and when you received the gift card.
Witnesses: If anyone else was present or overheard the conversation, make a note of it.
Understand Your Rights:
Romania: Since you are in Bârlad, Vaslui County, Romania, you would need to consult Romanian labor law. Generally, the Labour Code (Codul Muncii) would govern this. Overtime is regulated, and employees are entitled to increased pay or paid time off in lieu. Monetary compensation is the primary method.
Key points in Romanian Labour Code:
Article 120 of the Labour Code typically states that overtime work is compensated by paid free time within 60 calendar days after it was performed.
If compensation with paid free time is not possible within this period, the overtime work is compensated by adding a minimum 75% increase to the basic salary.
It is highly unlikely that a gift card would be considered legal compensation for overtime.
Approach Your Manager (Again, if you feel comfortable and safe doing so):
Armed with your documentation and understanding of your rights, you could calmly and professionally state that you are legally entitled to overtime pay for the hours worked, not a gift card.
You could say something like, "I appreciate the thought behind the gift card, but legally, I am owed overtime pay for the 12 hours I worked extra last week. I'd like to understand when I can expect to receive that compensation."
Be prepared for her to deflect or push back.
Go Up the Chain of Command:
If your direct manager is unhelpful, escalate the issue to her manager or to Human Resources (HR), if your company has one.
Present your documented evidence clearly and concisely. Frame it as a matter of legal compliance and fair compensation.
File a Complaint with Labor Authorities:
If internal efforts fail, you can file a complaint with the relevant labor inspection authority in Romania. This would likely be the Territorial Labor Inspectorate (ITM - Inspecția Teritorială de Muncă) for Vaslui County.
They are responsible for enforcing labor laws and can investigate wage theft claims.
Consider Your Future at the Company:
This incident reveals a potentially toxic work environment that undervalues employees and disregards labor laws.
Even if you get your overtime pay, reflect on whether this is a company you want to continue working for. Their initial response speaks volumes about their culture.
Important Considerations:
Retaliation: Be aware that some employers may retaliate against employees who assert their rights. Document any negative changes in your work environment, responsibilities, or treatment if you pursue this. Retaliation is also illegal.
Your Mental Health: This kind of disrespectful treatment can be incredibly frustrating. Prioritize your well-being.
You absolutely deserve to be paid for the work you do. Don't let them tell you to "be grateful" for being cheated.
Do you actually work 8 hours a day? ( White collar)?
I work in tech, I like my job. But was recently got laid off for not hitting 40 billable hours a week. I just find my my brain kinda gives out at about 30 hours a week. Anything more and I start feeling stressed, headaches, anxiety and stuff. I'm still online for 40 or even more. But just not always being productive due to what feels uncomfortable.
Jobadvisor
While the standard work week for many white-collar jobs is indeed 40 hours (or 8 hours a day, five days a week), the reality of how those hours are spent and the expectations around "productivity" can vary significantly.
Here's a breakdown of why your experience isn't uncommon and what might be at play:
The Nature of Knowledge Work:
Brain Fatigue is Real: You're absolutely right to feel that your brain "gives out" after a certain number of intense hours. Knowledge work, especially in tech, relies heavily on cognitive function, problem-solving, and creativity. This isn't like manual labor where you can physically work for longer stretches. Mental fatigue is a legitimate constraint.
Deep Work vs. Shallow Work: Many experts in productivity differentiate between "deep work" (focused, uninterrupted work on complex tasks) and "shallow work" (emails, meetings, administrative tasks). True deep work is hard to sustain for 8 hours straight.
Creative Lulls: Innovation and problem-solving often happen in bursts, not on a strict hourly schedule. Sometimes your best ideas come when you're not actively trying to force them.
Company Expectations and Billable Hours:
The "Billable Hour" Model: In many consulting, agency, or service-based tech roles, billable hours are the direct measure of revenue. This puts immense pressure on employees to track and hit specific hour targets, regardless of actual output or mental capacity. It's a common metric, but it doesn't always align with true productivity or employee well-being.
Lack of Understanding: Sometimes, management might not fully understand the cognitive demands of tech roles and the difference between "being online" and "being effectively productive." They see a spreadsheet with numbers and expect those numbers to be met.
Industry Norms vs. Individual Capacity: While 40 hours is a norm, it doesn't mean it's optimal or sustainable for everyone, especially in roles requiring high-level cognitive engagement.
Why People Seem to Work 8 Hours (or More):
"Performative Work": Unfortunately, a significant portion of the work day for some white-collar employees can involve "performative work" – looking busy, attending unnecessary meetings, or responding to emails to appear engaged, even if it's not truly productive. This is especially true in environments focused on presenteeism.
Breaks and Context Switching: A typical 8-hour day often includes lunch breaks, coffee breaks, informal chats, and frequent context switching between tasks (checking emails, instant messages, etc.). While these break up the day, they also reduce the amount of continuous "deep work."
Overtime/Unpaid Labor: Many white-collar workers, particularly in demanding fields like tech, regularly work more than 40 hours, often unpaid, to meet deadlines or project demands. This can be driven by company culture, personal ambition, or fear of falling behind.
Meetings, Meetings, Meetings: A significant portion of a white-collar worker's day can be consumed by meetings, some of which are genuinely productive, but many are not.
Your Situation and What to Consider:
Your Experience is Valid: Your feelings of stress, headaches, and anxiety are clear signals that the current demand for 40 billable hours of intense concentration is unsustainable for you. This is a common experience, not a personal failing.
Company Culture Mismatch: It sounds like there might have been a mismatch between your natural working style and the company's very rigid, billable-hour-focused culture. This isn't always something you can change from within.
Finding the Right Fit: As you look for your next role, it might be beneficial to:
Ask about "billable hour" expectations: If a company heavily relies on this, understand what the realistic targets are and how they're enforced.
Inquire about company culture around work-life balance: Look for signs that they value output and results over strict "time in seat" or billable hours.
Consider roles with different metrics: Some companies focus more on project completion, feature delivery, or overall impact rather than strict hourly billing.
In conclusion, while the 8-hour workday is a standard, the actual amount of highly productive, cognitively demanding work within that timeframe is often much less. Your experience of mental fatigue after 30 hours of focused work is a common human limitation, especially in tech. It highlights a potential disconnect between traditional work models and the realities of modern knowledge work.
Manager wants me to bring work phone and be available while on PTO on an international trip. How to refuse politely?
My manager wants me to bring my work phone with me to be available for calls and emails while i am on an international trip. I am a PM and will have a project ongoing but I have arranged another PM to cover for me and provide stakeholders with updates. How do i politely refuse his request? What are your thoughts on me refusing to be available on my PTO?
Jobadvisor
Here's how you can politely refuse your manager's request to be available on your PTO, along with my thoughts on the matter:
How to Politely Refuse
When you speak to your manager, focus on the proactive steps you've taken and the importance of truly disconnecting for your well-being and effective return. Here are a few options, choose the one that best fits your relationship with your manager and your company culture:
Option 1: Emphasize the coverage and need for a complete break.
"Thanks for reaching out about this. I understand the project is ongoing, and that's exactly why I've worked diligently to ensure [covering PM's Name] is fully briefed and ready to take over. My plan was to truly disconnect during my PTO to recharge so I can come back refreshed and fully productive. I'm confident that [covering PM's Name] has everything covered, and I'll be sure to provide a thorough handover before I leave. I'm really looking forward to being able to fully focus on work again when I return."
Option 2: Highlight the potential for issues with partial availability.
"I appreciate you thinking of me, and I understand the project's importance. However, to be truly effective on an international trip, with time differences and potential connectivity issues, I don't believe I could provide the level of support you or the team would need. My priority is for the project to run smoothly, which is why I've arranged for [covering PM's Name] to manage things seamlessly in my absence. I believe a complete handover to them will be far more effective than trying to be partially available from afar."
Option 3: Directly state your need for a break while reassuring them.
"I've made all the necessary arrangements for [covering PM's Name] to manage the project while I'm away, and I'm confident they'll keep everything on track. For my well-being and to ensure I can return to work refreshed and focused, it's really important for me to have a complete break during my PTO. I'll make sure to finalize all handovers and answer any last-minute questions before I leave."
Key things to remember when you communicate:
Be firm but polite. You are setting a boundary.
Focus on the positive actions you've taken. (Arranged coverage, briefed others).
Reiterate your commitment to the project's success upon your return.
Avoid making excuses about internet access or specific travel plans. The core reason is your need to disconnect.
Offer to prepare thoroughly before you leave. "I'm happy to create a comprehensive handover document and ensure [covering PM's Name] has all necessary contacts and information before I go."
My Thoughts on Refusing to be Available on PTO
You absolutely have the right to refuse to be available on your PTO. Here's why and some broader considerations:
PTO is for Rest and Recharge: The fundamental purpose of Paid Time Off is to allow employees to rest, de-stress, and recharge.
1 If you're constantly connected to work, it defeats the entire purpose and can lead to burnout, reduced productivity, and negative impacts on your mental and physical health.2 Legal and Policy Implications: While laws vary by country and region, many labor laws and company policies recognize the importance of disconnecting during time off.
3 Being "on call" during PTO can sometimes blur the lines between working hours and time off, potentially leading to issues with overtime pay or even legal challenges depending on your employment contract and local regulations.Setting a Precedent: If you agree to be available this time, you set a precedent that your PTO is not truly time off. Your manager (and potentially others) will likely expect the same in the future, making it harder to truly disconnect.
Trust in Your Team: By taking PTO, you are demonstrating trust in your colleagues and the systems in place to manage things in your absence. Your manager should also have that trust. If they don't, it points to a potential weakness in succession planning or team reliance, which isn't your burden to carry while on leave.
Diminished Returns: Attempting to work while on an international trip, especially with time zone differences and potential distractions, often leads to less effective work. You won't be able to fully enjoy your trip, and your work quality might suffer.
Your Well-being is Paramount: Prioritizing your well-being is not selfish; it's essential for your long-term career sustainability and overall quality of life. A burnt-out employee is not an effective employee.
In summary: It's completely reasonable and healthy to set this boundary. Your manager's request, while perhaps stemming from a desire to ensure project continuity, ultimately undermines the purpose of your PTO and your well-being. By politely but firmly refusing, you're not just protecting your time off; you're also promoting a healthier work-life balance for yourself and potentially for others in your organization.