Is it customary to skip lunch in the corporate culture?

8 to 5 vs. 9 to 5 as acceptable regular working hours

The following is based on 55 years of management training and experience working for one of the largest corporations in America and several smaller corporations in America in positions ranging from Level 1 to "C" and HR-led employee training this subject depts. in these companies.

This is my advice.

Hourly or Hourly Salary: If you are hired for a 40 hour work week and your company sets up a 9-5 or 8-5, they expect you to do so and if you agree to work for them, you agree . If you do not take your lunch break, you may be prompted to do so. If you fail to do so, you are violating a company policy and subject to discipline and possibly termination. You are breaking your contract.

Salary: If the company wants you to work as an exemption (i.e., exempt from overtime), you can choose to accept the job or not. Your decision.

If the job requires the assumption of variable schedules, fluctuating hours, or certain additional or overriding responsibilities and risk management, then it may well be considered a "paid" job. Salaried jobs are generally more flexible, but require more commitment from the employee. Fixed income is beneficial for some and offsets the time worked over a year. For example, recreational activities may require a dock manager to work 50 to 60 hours a week in the summer, but are offset by "weather days" that may be off work in the winter.

Employees are either committed to the job and work as many hours as necessary, or they prefer salary as a form of guaranteed fixed pay and know they have to work more than 40 hours.

When an employee requests a change from hours to salary, it can result in them working fewer hours by having more hours (or days) off, effectively earning more, and working less.

The management problem is determining whether the job meets the litmus test for value (work vs. pay), risk management, customer service, and required availability, or whether it should remain an hourly job and be managed to get the results and the agreed hours of work to. If the job does not require judgment or requires working under variable hours and conditions, or if the employee does not have to work at least 40 hours (possibly up to 50 to 60 hours in a few weeks), this should be done every hour.

If the job description defines tasks that require more than 40 hours of work, it should be defined as paid and the employee can accept or decline the job.

My final point of opinion is this: In both cases, the manager is responsible to the company for getting a fair working day for a fair daily wage. Whether calculated daily, weekly, monthly or annually. The employee is responsible for delivering what has been agreed. In an employee position, it is more a result, e.g. B. a service, a project, a goal or a goal. In an hourly position, it's work and time as projected.

David K.

Declined Processing Comment: "If you take the job as an employee because it requires more than 40 hours of work per week, you will run into big trouble with the Department of Labor. First you need to determine if the job meets the requirements for the exemption (Executive , Administrative, professional or computer exemption). In many cases, even jobs that require more than 40 hours are NOT considered an exemption and MUST receive an overtime bonus for all hours worked over 40 hours. "