My position has been reclassified as hourly. Have I just been demoted?
Welcome to the Stay Relevant advice column, where we answer readers’ burning questions about their careers and how thrive in a fast-changing workplace. Candace Moody, a career coach and writer with more than 30 years of experience, offers insight into what’s bothering you and what might be keeping you stuck.
Send your questions to candace@candacemoody.com.
Dear Stay Relevant:
I’ve been in my role for over 10 years and have always received high marks for my work (and work ethic.) Due to budget cuts, the company eliminated the position that I supervised, which increased my workload and my stress level. On top of that, my position was reclassified as hourly, since I’m no longer “managing staff”, although my title is still “manager.”
This feels like a demotion and a slap in the face after my years of service. I’m nagged about signing in precisely at 8:00 and out at 5:00 and to take lunch away from my desk “so it doesn’t give the impression you’re working.”
Not only are things that are part of my job going to suffer, I feel like I’ve lost face in the company. Is this fair? Is there such a thing as an hourly manager? If I look for a new job, do I have to tell people in interviews I’m hourly?
Clocking in but Checked Out
Dear Clocking:
I sense your frustration. It’s ironic that moving from an “exempt” (no overtime) to a “non-exempt” (eligible for overtime) status, feels like a demotion Most people work many more hours as exempt employees, and you’re now eligible for overtime pay if a big project comes up. Having said that, I’m not surprised that you view the situation as you do; a reduction in professional prestige and dislike for what feels like micromanagement of your schedule.
I hope you’re able to maintain your commitment to the work and the company. It would be natural, but not helpful, to feel like you owe them less. But it’s a mistake. If your performance starts to slip, it’s easier for a company to terminate an hourly employee through the disciplinary process.
It might help to look at what didn’t change: your title (and with it, perceived prestige) is in place, and your actual pay wasn’t reduced. There are many industries where high-paid managers are hourly and get overtime, so you shouldn’t think of the reclassification as punishment or bad HR policy.
In Stay Relevant, we emphasize that at work, there will be many situations in which you have no control. There will be economic downturns, a change in leadership or company ownership, a sudden demotion, or an assignment that stretches your capacity. These are the times that usually take you by surprise, and when you feel powerless to change the circumstances. All you can change is your reaction.
Only you can decide if the work and the company are worth staying in your role as it’s defined now. If you feel it’s time to go, of course you should consider moving on. But in a new company, you’ll be the new kid on the block for a while, which may come with its own brand of frustration.
It’s probably more productive to focus on what you can control: your excellent work and your commitment to your team and your customers. They are what matters most.
