I’ve already put in 4 hours work, and I’ve only been here 1.5 hours. Since Fridays are 4-hour days for us, doesn’t that mean I should leave?
Between the boss man going to strategic planning meetings with the CIO next week (and thus needing detailed strategic updates on all personnel, all projects, all goals, all accomplishments …), and running like mad in front of the Avalanche Which Is Sarbanes-Oxley Compliance, things are just freakin’ insane. I’m on sprint mode, fire-and-forget, keep moving as fast as I can to keep from falling too far behind.
TGIF.
Oh, that does remind me — I should probably fill out my timesheet while I’m thinking of it.
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Only if you want to get paid…;->
It’s actually kind of interesting. As a professional services organization, we live and die by billing for hours of work. That means that, technically, nobody in the organization, all the way up to the CEO, is salaried — everyone fills out a timesheet.
Now, for management, it shouldn’t make any difference. As Exempt employees, we don’t operationally get to put in for OT or anything, so we just put in our 40 hrs each week on the t/s and leave it at that. (As management we’re expected to put in whatever it actually takes, of course, regardless of what we’re going to get paid for, which is 40 hrs.)
Why, then, do timesheets? Because it is just possible (and, in fact, has happened before, though only once to me in the last five years) that we might get tapped to do some work that is directly billable to a client. In which case we’d definitely want to be able to do so (hours on a timesheet) (including OT).
So, yes, timesheets are a necessity around here. Mercifully, we have an electronic t/s system (for a whole couple of years now!) that I can access from home, if need be. No more search for forms or faxes …