Sharing hotel rooms with coworkers?

[NHdisneylover]

Well this is quite the detour--sorry about that; I really was just making a random observation not trying to derail the thread

Maybe the person who brought up the 10 hour limit can explain. I've never heard of such a thing. In my industry, during breaking news, a double shift (16 hours) is not uncommon. And I found out the person I mentioned that drove from Sacramento, to Reno, back to Sacramento, and back to Reno on Monday ended up being on the clock for 24 hours. Everything past 8 hours was time and a half, and there were penalties if he did not get 2 meal breaks, but it is perfectly legal to work 24 hours straight.

I guess it was not clear enough in my original post; I did specify "where we live now that is actually illegal" but did not specify where that is--Germany.
Generally speaking Germans taking driving very seriously. The drive fast, but also safely and this law is aimed at preventing employers from creating situations in which over tired drivers are out on the roads--creating a danger to both themselves and everyone else on the road.


I do realize the US does not have such laws; however I am still surprised at your station's policy. When we did live in the US (where we are originally from and lived most of our lives) the last two companies DH worked for were both careful to let employs know (in writing) that they should either finish work early enough to drive back and arrive home before it got overly late or book a hotel room (on the company) if that was not possible. You were not required to, you could head home to your family even if it meant arriving at 3 in the morning, but they made sure they were covered from a liabilits standpoint and it was made clear that policy was not to make people drive late into the night.

I was just surprised that the common and standard practice fr your station is as you say "when a co-worker arrived back from out of town at 3:15 am.......that the practice now is to not keep employees overnight in hotels, but to have them drive home and just pay them the overtime. No hotel bill, no food bills that way. And that way the crew is back in town for their next shift." (I do not doubt you, I am just surprised the station management is willing to take that liability on; sadly I do not find it surprising that some places take advantage of employees like this, just that they are not more interested in covering their own backsides)

To have someone work all day at an away location, probably getting up early to get there and then the drive home means they are not back until 3:15 a.m.--then company practice is putting unsafe drivers on the road. If/when one of your journalists or camera operators falls asleep at the wheel coming home at one of those late hours, I would not be at all surprised if your mangers or owners are sued and lose.

http://www.cdc.gov/features/dsdrowsydriving/

http://www.huffingtonpost.com/2012/05/31/drowsy-driving-dangerous-drunk-sleepy_n_1557200.html

 

[NHdisneylover]

I'm not in a major corporation so I suppose you may do it differently but when we apply for a job - there's a process. You don't just 'agree' verbally to anything. Everything from job description, expectations, conditions of employment, holidays etc is discussed and at the end, there is a signature. (We call binding documents with signatures 'contracts' here. Maybe it's a different word in the major corporations.) During this process, the topic of travel for work would come up and that would be when you do your asking 'where do I stay? Who is paying for it?' questions would be asked. Here, you're bound by what is on the contract (or whatever you call it there) and anything that is NOT on there, and just an 'agreement' may as well be a pinkie-swear or high-five. The company doesn't owe you anything that's not on the document with the signature.

I don't know what you do--but yeah, I think it is entirely different than the type of corporate work many here are talking about. Thinking over the various things DH does, that would probably be a 300 page novel of a contract if you truly spelled out every single little thing and then you'd have to rewrite huge sections and revise every few months as teh job and goals evolve, new factories with entirely different needs are acquired, etc.

 

[kamik86]

I don't know what you do--but yeah, I think it is entirely different than the type of corporate work many here are talking about. Thinking over the various things DH does, that would probably be a 300 page novel of a contract if you truly spelled out every single little thing and then you'd have to rewrite huge sections and revise every few months as teh job and goals evolve, new factories with entirely different needs are acquired, etc.

In my industry (which involves government contracts so lots of paperwork and red tape) we do have volumes upon volumes of policies. Travel has a decent sized section by itself with policies. It includes companies my job prefers us to deal with to how compensation works, to how expensive of a hotel you can get, what transactions must go on your company card, which must NOT go on your company card. etc etc. They can change policies without us agreeing in writing they do often. Most of the time they email notify everyone. I am unaware of any travel policy changes that slipped under the radar but the room situation would be a hard one to do that with as we would definitely know based on our itineraries before we leave.

However they have done that in other areas. A few employees got screwed over when they changed the policy on how working on a company wide holiday works.

 

[Poohforyou]

I'm not in a major corporation so I suppose you may do it differently but when we apply for a job - there's a process. You don't just 'agree' verbally to anything. Everything from job description, expectations, conditions of employment, holidays etc is discussed and at the end, there is a signature. (We call binding documents with signatures 'contracts' here. Maybe it's a different word in the major corporations.) During this process, the topic of travel for work would come up and that would be when you do your asking 'where do I stay? Who is paying for it?' questions would be asked. Here, you're bound by what is on the contract (or whatever you call it there) and anything that is NOT on there, and just an 'agreement' may as well be a pinkie-swear or high-five. The company doesn't owe you anything that's not on the document with the signature.

Well that explains it then. In a big corporation it doesn't work like that.

 

[nkereina]

I'm inclined to think it probably varies by industry. I have worked for a variety of companies that had employees share rooms. None of it was ever for regular travel though. As I mentioned before, I can see that being different.

Yes, exactly. If it's a one-off situation or a large group of people attending a convention one time, I can maybe see the room sharing thing. But as I said in my PP, for any company that has regular travel, I still think a room sharing policy would not be the norm.

 

[Gumbo4x4]

Well that explains it then. In a big corporation it doesn't work like that.

I work for a small company. So small in fact, when I was hired, it was just the owner, his wife, the accountant, and me. I've never signed anything either.

 

[cijay]

Well that explains it then. In a big corporation it doesn't work like that.

Really? Sot it's like "Can I have a job?" "Yeah, you can have the job. High five!" Then six weeks later it's "By the way, your job includes cleaning toilets and babysitting the boss' St Bernard every weekend."? No paperwork? Then yeah, I can see why it would be an issue. I've had a job description change midstream and had no idea that I could have done a lot about it, legally because that was not the agreement (contract) I signed. It won't happen again. Cheers for the peeon sector of tthe work world!

 

[kamik86]

Really? Sot it's like "Can I have a job?" "Yeah, you can have the job. High five!" Then six weeks later it's "By the way, your job includes cleaning toilets and babysitting the boss' St Bernard every weekend."? No paperwork? Then yeah, I can see why it would be an issue. I've had a job description change midstream and had no idea that I could have done a lot about it, legally because that was not the agreement (contract) I signed. It won't happen again. Cheers for the peeon sector of tthe work world!

I had a job description when I was hired here. However my job description was to be a rotational employee in a leadership program so my job description said my job would completely change every 8 months. When I took a new rotation yes I was given a job description of the new job but it was never signed.

In my current position my job has changed several times with nothing being signed. Even with the promotions that came with large pay raises I never got a new formal description and signed it.

 

[cijay]

I had a job description when I was hired here. However my job description was to be a rotational employee in a leadership program so my job description said my job would completely change every 8 months. When I took a new rotation yes I was given a job description of the new job but it was never signed.

In my current position my job has changed several times with nothing being signed. Even with the promotions that came with large pay raises I never got a new formal description and signed it.

Wow...so they really COULD tack the St Bernard on there at any given time?

 

[design_mom]

Really? Sot it's like "Can I have a job?" "Yeah, you can have the job. High five!" Then six weeks later it's "By the way, your job includes cleaning toilets and babysitting the boss' St Bernard every weekend."? No paperwork? Then yeah, I can see why it would be an issue. I've had a job description change midstream and had no idea that I could have done a lot about it, legally because that was not the agreement (contract) I signed. It won't happen again. Cheers for the peeon sector of tthe work world!

Well, not quite like that, but kind of. My offer letter included my job title and a generic description, and the details of my compensation. The job title/description really doesn't have a lot to do with my day-to-day tasks. (I'm a graphic designer... and I design marketing materials. My job title was initially something like "Marketing Specialist" -- and the description was something like "Support marketing efforts...blah, blah, blah." Nothing specific to graphic design, although that is expressly what I was hired to do. It, like almost every other job description I've had included "other duties as assigned." So, yeah... they could tack on whatever they wanted. (Technically, I suppose they could make me clean the office bathrooms, or make outbound marketing phone calls. I have never been asked to do those things, and do not expect to be, but I suppose it *could* happen. I'm not sure how they could make the St. Bernard company-related business... but I suppose they might be able to find a way.)

Pretty much everything else (vacation time, holidays, travel policy, expense reimbursement) is part of the company's policies. They're available for review, but they're subject to change at the will of the business. If I don't like the changes, too bad for me. None of that stuff is "in the contract" because there isn't any contract.

 

[Poohforyou]

Really? Sot it's like "Can I have a job?" "Yeah, you can have the job. High five!" Then six weeks later it's "By the way, your job includes cleaning toilets and babysitting the boss' St Bernard every weekend."? No paperwork? Then yeah, I can see why it would be an issue. I've had a job description change midstream and had no idea that I could have done a lot about it, legally because that was not the agreement (contract) I signed. It won't happen again. Cheers for the peeon sector of tthe work world!

There isn't any point trying to explain this any more. Try working for a major corporation and then you'll understand. What I can tell you is you won't be having to share a hotel room.

 

[kamik86]

Wow...so they really COULD tack the St Bernard on there at any given time?

Hmmm not sure normally for us to be able to do something we need a gov contract to do that work. I doubt the gov has given the company a contract that involves taking care of a dog.

The other option is capex funds where the company does give us permission to work something on company funds without a contract so I guess they could decide to get a company dog and pay out of capex for it and my salary.

Frankly if the company is willing to pay me my salary to care for a St Bernard I'm ok with that.

 

[LisaR]

Really? Sot it's like "Can I have a job?" "Yeah, you can have the job. High five!" Then six weeks later it's "By the way, your job includes cleaning toilets and babysitting the boss' St Bernard every weekend."? No paperwork? Then yeah, I can see why it would be an issue. I've had a job description change midstream and had no idea that I could have done a lot about it, legally because that was not the agreement (contract) I signed. It won't happen again. Cheers for the peeon sector of tthe work world!

I don't know if you truly don't get it or if you are joking or just trying to stir the pot.

DH is one of thousands of employees. When a person interviews for an engineering position, it is quite clear that they are not there for the janitorial position. They are told what their basic job description is, but one hopes the company is always growing so the job duties may change over time. It is foolish to think an engineer is going to clean toilets. My DH has been with the same company 37 years (changing jobs within the company frequently) and he has never been asked to clean toilets. A new hire is told their salary and benefits and they are directed to the company website for specific information with regard to travel. Travel policies are company wide. The new hire gets the exact same travel benefits as the guy who has been there for 20 years. The company has the right to change those policies when they want, but it will be in place for all employees. At one point, they allowed anyone traveling to fly first class. They finally wised up and realized what a waste of money it was for a two hour trip. Now all employees can fly business class on flights that are 6+ hours.

As some one else mentioned, DH would jump at the chance to get paid his salary simply to look after a dog, but that won't ever happen because we all recognize that that isn't the way it works....well, most of us seem to recognize it.

 

[leebee]

Share a bed with a co-worker? NO!
Share a room with a co-worker (same gender)? Sure, no big deal.

 

[mom2rtk]

There isn't any point trying to explain this any more. Try working for a major corporation and then you'll understand. What I can tell you is you won't be having to share a hotel room.

Once again, you really should not generalize. The companies I worked for were not rinky dink local shops. The rooms were paid for by big health insurance and big pharma.

 

[tvguy]

It goes by vehicle size not by the type of license you have. A commercial van or truck under 10,001 lbs that is not carrying hazmat or people does not need a dot number and the driver does not need a log book etc. 10,001 lbs and over the company must have a dot#, drivers are required to have a current medical card, maintain log books, daily inspections etc and are limited in the hours they can work. A CDL is not required until you hit the 26,000 Gvw trucks.

In California, the need for a commercial license is directly linked to the size of the vehicle and number of axles. There are different classes. 10,000 pounds kicks in the lowest level of commercial license.
https://www.dmv.ca.gov/portal/dmv/detail/pubs/cdl_htm/lic_chart

 

[Poohforyou]

Once again, you really should not generalize. The companies I worked for were not rinky dink local shops. The rooms were paid for by big health insurance and big pharma.

So did you work for big health insurance and big pharma companies or did they pay your travel expenses? There's a difference between what a corporation does for its employees and what they do for contract or other type workers so that's why I'm asking.

Oh, and my reply wasn't to something you posted.

 

[mom2rtk]

So did you work for big health insurance and big pharma companies or did they pay your travel expenses? There's a difference between what a corporation does for its employees and what they do for contract or other type workers so that's why I'm asking.

Worked directly for one of the largest health insurance companies in the country. Was a contract employee for big pharma, with big pharma footing the bill for the travel.

 

[tvguy]

Well this is quite the detour--sorry about that; I really was just making a random observation not trying to derail the thread


I guess it was not clear enough in my original post; I did specify "where we live now that is actually illegal" but did not specify where that is--Germany.
Generally speaking Germans taking driving very seriously. The drive fast, but also safely and this law is aimed at preventing employers from creating situations in which over tired drivers are out on the roads--creating a danger to both themselves and everyone else on the road.


I do realize the US does not have such laws; however I am still surprised at your station's policy. When we did live in the US (where we are originally from and lived most of our lives) the last two companies DH worked for were both careful to let employs know (in writing) that they should either finish work early enough to drive back and arrive home before it got overly late or book a hotel room (on the company) if that was not possible. You were not required to, you could head home to your family even if it meant arriving at 3 in the morning, but they made sure they were covered from a liabilits standpoint and it was made clear that policy was not to make people drive late into the night.

I was just surprised that the common and standard practice fr your station is as you say "when a co-worker arrived back from out of town at 3:15 am.......that the practice now is to not keep employees overnight in hotels, but to have them drive home and just pay them the overtime. No hotel bill, no food bills that way. And that way the crew is back in town for their next shift." (I do not doubt you, I am just surprised the station management is willing to take that liability on; sadly I do not find it surprising that some places take advantage of employees like this, just that they are not more interested in covering their own backsides)

To have someone work all day at an away location, probably getting up early to get there and then the drive home means they are not back until 3:15 a.m.--then company practice is putting unsafe drivers on the road. If/when one of your journalists or camera operators falls asleep at the wheel coming home at one of those late hours, I would not be at all surprised if your mangers or owners are sued and lose.

http://www.cdc.gov/features/dsdrowsydriving/

http://www.huffingtonpost.com/2012/05/31/drowsy-driving-dangerous-drunk-sleepy_n_1557200.html

Ah, yes I am aware of the different attitudes about cars in Germany. I read a great article about the debate by German automakers over whether or not to put cupholders in their cars for sale in the U.S. In Germany ,people STOP and have a cup of coffee, then resume there trip. In America, there are people who may eat 2 or 3 meals a day in their car while they drive! But they HAD to put cupholders in U.S. bound cars because they could actually track how many sales they were losing over not having cupholders.

I guess the attitude is different too in the work place here. My wife's company had an employee have an accident. He said he was tired and he was on overtime. They fired him. It went to court, and took about 2 1/2 years to wind it's way through the system but the firing was upheld because the court agreed with the employer, it was the employees responsibility to pull over and take a nap if he felt he could not safely drive. I strongly disagree with that decision, but that's what the Judge said.

 

[TheIncredibles!]

In California, the need for a commercial license is directly linked to the size of the vehicle and number of axles. There are different classes. 10,000 pounds kicks in the lowest level of commercial license.
https://www.dmv.ca.gov/portal/dmv/detail/pubs/cdl_htm/lic_chart

Thats a listing of what you can drive with different levels, it is not a listing of what is required. You can drive a vehicle from 10,001 lbs up to 26,000 lbs without a CDL. Over 26,000 and you must have a CDL.