Career Track Live

The Washington area is a magnet for smart, ambitious young workers. Post columnist Mary Ellen Slayter writes a regular column for these professionals who are establishing their careers locally, and offers advice online as well.

The transcript follows below.

Editor's Note: Washingtonpost.com moderators retain editorial control over Live Online discussions and choose the most relevant questions for guests and hosts; guests and hosts can decline to answer questions.

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Mary Ellen Slayter: Good afternoon! Hope you're all doing well. Lots of good questions today, so let's dig in!

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D.C. metro area: I'm going to be vague, because you never know who else in your office is listening in!

I am a salaried employee considered to be exempt by my employer.

Recently, I had to leave work unexpectedly two hours early due to a personal emergency. The very next day, I had to stay three hours and fifteen minutes late due to a problem. My immediate supervisor said that I must take two hours of leave time for the time I missed, despite that I more than made up the time the very next day. She confirmed this with my manager. I then went to HR and they said my manager did "nothing wrong" in forcing me to take leave.

I've heard this is not a violation of the FLSA because I am still being paid, even though it is vacation time and not regular time. But doesn't this negate my status as exempt? My company apparently requires me to be here and working 7.75 hours each day, every day, or I am charged leave (and believe me, they keep track of the number of hours I am here).

I have a ton of job dissatisfaction anyway and was already looking for a new job. But in the meantime, do I let this drop or take it to the next level (I assume a state agency of some kind?)?

Mary Ellen Slayter: Drop it. It's unfortunate that they aren't more flexible, but unless there is a pattern of discrimination involved, this is just bad management, not a violation of the law.

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Washington, D.C.: I have a question regarding switching jobs AND doing a masters part-time. While I'm interviewing, is it important that I mention I'm going to get my masters? It's in the same field as my work, but in the long run I'm looking at getting my PhD and getting into academics (not planning on mentioning that no matter what). In looking at companies I'm making the work-life balance/potential education aid factor extremely important, but I'm torn on letting the potnetial employer know that I'm going back to school.

Mary Ellen Slayter: Let them know in the interview.

One, it makes you look ambitious and committed to bettering yourself.

More important, if finding a job that's compatible with your education goals is a priority, the best time to explore and negotiate those terms is BEFORE you accept an offer.

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College Park, Md.: What is the appropriate action to take if you're offered a new job and need to give notice but the boss is on vacation for a while? Go to the next supervisor down the line, or does one have to wait to give it to the boss directly?

Mary Ellen Slayter: I'd go to the next supervisor up. A department head perhaps? And CC the notice to your direct boss by e-mail. Is he or she accessible at all?

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Maryland: Wow. I don't think droping it is the only option. This is a GREAT time to try to open a dialogue with upper management about personnel policies. If they expect people to book out time when you aren't there (fair), then I'd politely point out that it is a little weird not to expect people to walk out EXACTLY 7.75 hours after arriving in the morning.

And if they won't talk about it, MAN I'd be looking for a new job.

Mary Ellen Slayter: I meant drop the legal stuff in particular. The writer could certainly take this as a chance to try to change personnel policies, but judging from the reaction he or she got from HR, it doesn't seem like change is likely. The person already said they were looking for a new job. It sounds like this is just one small facet of a generally unpleasant workplace. I stand by my advice to let it go ...

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Herndon, Va.: Hello Mary Ellen,
Recently I sent a few tentative applications to employers in the Washington area, in my first direct approach to the area's job market (before, I only applied through agencies). Is it normal for the employer, who has advertized a vacancy, not to acknowledge the application? What is the rule-of-thumb for re-approaching an organization, when you've received no reply on an application?
Sorry if this is a worn-out question! I've been reading your column for about 12 weeks though. Thank you for all the advice so far.
C.Caden.

Mary Ellen Slayter: What are "tentative applications"? You either sent them your resume and cover letter or you didn't, right?

If so, calling or e-mailing after a week or so to see if your package was received is appropriate.

However, don't expect them to confirm anything automatically, even to tell you no way. Generally, employers only contact applicants they want to pursue further.

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Re: College Park: What if you're the one going on vacation? I'm supposed to find out Monday about a job (it's all final but the clearance check), but if I give 2 weeks' notice, I'll be out the following week for my own vacation. Do I work a week, go on vacation, come back and work the second week, and bump my new job's start date back? Do you think either company would go for that? I'm trying to be fair, since I've been here three years and they're not expecting me to leave.

Mary Ellen Slayter: The new company probably wouldn't mind a three-week wait. Explain the situation when they make the offer.

Wait until you have the offer in hand, then approach your boss to give notice. Offer to stay the extra week. They may tell you it's not necessary.

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Washington, D.C.: Would it be terribly unprofessional to give a resignation notice on Tuesday and make my final day the following Friday? (i.e. this would be 2 weeks minus one day notice). I'm hoping to leave on good terms, but the timelines may not work out to give full two weeks notice. Thanks!

Mary Ellen Slayter: Again, just ask. If it's feasible, offer to be available for another week or two after you leave, to answer any questions by phone or e-mail.

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Arlington, Va.: Hello Mary,
I was laid off from my job of 5 years some time ago thru no fault of my own and I've had a very hard time since finding permanent work. I've been doing clerical temp work since then to earn money but, oviously it's not enough to survive on. The quality of those temp jobs has slid considerably and I'm tired of doing grunt work. I've wanted to get back into graphic design again but, having no job has made me reluctant in buying a computer to support that. The long time away from my last job has not been a confidence builer to say the least. I've thought about going to a head hunet but again affordability and do they exist anymore ? I'm not sure what to do at this point ?

Mary Ellen Slayter: Head hunters very much still exist. I'm not sure what you mean by affordibility in this regard, though. Jobseekers don't pay recruiters, employers do.

Have you approached any of the companies you've been working for as a temp about full-time work? Does your temp agency know you are looking for something more permanent? Perhaps you should try another agency or two.

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More on personnel policies and leave: I think the writer may have a point. There are rules about exempt vs. non-exempt employees. If they are treating him/her like a non-exempt, ie clocking hours, then the company is putting the exempt status at risk and ultimately, could be required to pay overtime for the other hours worked. You can't just call someone exempt because it's easier and cheaper to do so, but then have them basically punch a clock.

Mary Ellen Slayter: You're right that many factors go into determining whether any employee is exempt from overtime rules or not. But there's nothing about requiring an employee to be present for a minimum number of hours a day that inherently makes them nonexempt. You also have to look at how much the worker is paid, as well as their particular job duties.

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Acknowledging Applications: Having just filled a job....I got about 100 resumes. I do not acknowledge every one. However, I do make sure to follow-up with anyone who I have interviewed. We don't have an HR dept, there's only 15 of us here, so we couldn't possible send a note to everyone. Trust me, if you follow directions in submitting your resume, they will contact you if interested. One follow-up email is appropriate, but don't bug people.

Mary Ellen Slayter: Thanks. That seems to be the general rule for most hiring managers.

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Washington, D.C.: My fiance just accepted a job in a small town out west. Very few IT companies in the area since it is in rural area. A company is offering to bring me in for 90 days, and if they can keep up enough work, after that time they would bring me in as a full time employee. Does this seem like a reasonable thing for this company to do?

Mary Ellen Slayter: If it's agreeable to you, why not? Many employers have probationary periods.

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Washington, D.C.: If a new job offers a salary comparable to what I'm making now, what is the better way to approach company equity (i.e., stock options) in a salary negotiation? What other kind of "perks" are in vogue these days that can be added to sweeten the pot?

Mary Ellen Slayter: Stock options are kind of taking a beating these days, as lawmakers try to sort through how they're going to be accounted for in company's earnings statements. Restricted grants of stocks are another option some companies are using. I.e. they give you the stock outright, but you can't sell it for a minimum number of years.

Pay no attention to what perks are in vogue. Negotiate based on your own priorities.

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San Francisco, Calif.: My first "real" job overlapped with finishing college by one semester. I wanted to work 6 hours three days a week, and 10-12 the other two. Instead, I had to be in the office 8 hours a day, which meant I had to take the first metro train downtown, work a few hours, sprint back for class, back to the office, etc. You can bet I never ever worked more than my 8 hours per day! The policy did nothing for my morale, and I moved on as quickly as possible.

Mary Ellen Slayter: That sounds like a real headache. How many of those hours could have possibly been productive with so much running back and forth?

I have been blessed with a very good boss, it seems. I started a full-time master's program in the summer, and he's been very flexible in designing the schedule to work around my classes.

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Re: Exempt worker forced to take leave: Look up the definition of an exempt worker, it means you are exempt from labor laws governing things like overtime and leave. They can also make you work 60 hours a week and not pay you more. FMLA guarantees unpaid leave only.

Mary Ellen Slayter: Right. But I think they original question writer thought that having to punch in a certain number of hours each day automatically meant her exempt status was invalid.

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Arlington, Va.: Yes Mary, I have approached the companies I've temped for (no luck, they're not hiring)and all the temp agencies know I'm looking for a perm job. I honestly don't know where these Head hunters are located ? The couple of them I saw listed in the Yellow Pages all wanted me tp pay them an hourly fee dfor their services. One HH in Md. though nice on the phone wanted $100 an hour !; When I said affordibility I meant what what these HH's charge to help you out. I don't know of any that don't ? Temp agencies used to to do this by charging the employer but that's been a long time since then & that doesn't happen that often anymore. These companies find it cheaper to hire temps for a short time vs. hiring and paying benefits, salary, etc.That's how I got the job at Saic in '95 was being a temp and them paying a fee to hire me from the temp agency. I'm signed on with 8-10 temp gencies currently.

Mary Ellen Slayter: Don't use those "head hunters."

Real recruiters make their money by filling jobs for their clients--the employers.

I'm sorry you're having such a tough time. I know it doesn't make you feel any better when you're paying your bills each week, but this is more about the economy and the job market as a whole than it is about you. Don't let these struggles shatter your self-confidence.

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More on leave: I don't think the leave situation automatically negates the exempt status, but it certainly raises a red flag to examine the other elements of the exempt vs. non-exempt definitions. Ultimately, it just means the writer works at a crummy company that is short-sighted and petty.

Mary Ellen Slayter: YES!

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Anonymous: RE: IT person moving west: you've said there aren't many IT jobs there, and you've got 90 days to prove yourself-- go for it!

And... if there really isn't enough work to keep you on full-time, consider negotiating either a part-time position or hourly work with them. 'cause if there aren't many jobs, you may be landing the one chance you'll have to get that kind of work at all. Also... in my experience, IT work doesn't ever shrink, it just grows and grows with every new iteration of Windows and new virus... keep your foot in that door!

Mary Ellen Slayter: Exactly. It's better than nothing. If nothing else, it will give her 90 days of breathing room while she looks for other options.

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RE: Recruiter on notifying applicants: I'm a recruiter and I let everyone know if we have moved on in the process without them. Sometimes this takes awhile. Sometimes I send someone notification that individuals were not selected and they send me back a nasty email about taking too long. Talk about discouragement from doing the right thing.

Mary Ellen Slayter: Doesn't bode well for their consideration for other jobs in the future either ...

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Mary Ellen Slayter: Thanks for all your comments and questions. See you in September!

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