OP Refuses Extra Work While Department Refuses To Replace Colleague Who Left Four Months Ago, Asks If They Are An A-Hole

"They’re trying to save $$."

Sophia

• Published in Interesting
• October 16, 2023

In the intricate maze of office dynamics, OP finds themselves caught in a delicate web of expectations and imbalances. At the core of this predicament stands a manager whose workaholic habits have turned the workplace into a realm of endless tasks, erasing the concept of weekends as a breather.

Despite their manager earning double their salary, OP grapples with mounting duties, a load made heavier by the lingering absence of a departed colleague's workload, left unaddressed and unshared.

Sitting at the bottom rung of the professional ladder, OP’s plate is overflowing with tasks, pushed deeper into the quagmire by a manager relentless in her pursuit of task completion, even on weekends. As the balance between work and life teeters on the edge, OP faces the ethical dilemma of saying no.

Struggling to harmonize their personal aspirations with professional obligations, OP navigates a realm where the lines between roles blur, prompting them to question their position, their value, and the very essence of fairness in the professional domain.

In the midst of juggling extra responsibilities against personal dreams and the looming uncertainty of unaddressed pay disparities, OP grapples with a dilemma: are they perceived as an antagonist for refusing to shoulder an unbearable burden, or are they simply standing up for their right to a balanced life amidst the ceaseless demands of the corporate world?

Just take a look...

OP's new manager, who arrived a year ago, enforces a work-every-weekend culture, contrasting with the 40-50 hour workweeks of other employees, suggesting a work-centered life.

OP earns $60k working remotely, while their colleague, with a 3-hour daily commute and long office hours, makes $120k and often works on weekends.

She's taken on most of a departed colleague's work, leading to 80-100 hour weeks, and OP is now refusing further tasks.

OP, at the bottom of the hierarchy, works more hours than their entry-level peers and used to work even longer pre-COVID. Two higher-paid colleagues have rejected extra work from the same manager.

Is it wrong to say no to extra work for a workaholic manager without discussing a raise, as they have important weekend exams and job alternatives?

The department won't replace a departed colleague to save money, and while upper management likes her, OP doubts her intelligence and sanity.

Scroll down to see what people had to say!

OP's request for more pay for extra work is reasonable, and the manager's ability to handle 2.5 people's workload justifies not replacing the departed colleague.

Being a team player is nice, but getting fairly compensated is even nicer. Some colleagues earn more with less work and must be experts in office politics.

In the corporate world, change remains elusive unless one takes action. Unless aiming for a promotion, prioritizing personal well-being over playing the workhorse makes sense.

Five months of "temporary" is pushing the limits, and the term "team player" should come with a secret handshake at this point!

Ah, the corporate miracle: turn a "temporary" burden into the forever reality without breaking a sweat. If only budget cuts came with a round of applause!

If only HR could magically appear with a unicorn that poops extra paychecks and gratitude!

Salaried means it's "clock out and live" unless extra zeroes are on offer. Don't buy into the abusive boss's overtime hype!

In the US, overtime's often the missing piece. It's like chasing unicorns in the corporate zoo!

Salaried isn't "work for free." Negotiate, get what's due, and avoid the doormat role.

Salaried life: no overtime pay, just a swanky club of "perks" that may or may not exist.

Forget the IQ assessments, let's get real: it's about hours and pay. Her personal life? A well-guarded enigma!

Indeed, the colleague is a one-person double act, but corporations have a talent for treating employees like disposable resources, using them to the max.

There's no wrongdoing here! The contract spells it out—extra work merits extra pay, not a demanding manager. The olive branch was extended, but the boss wants the entire tree!

No blame on their part! The manager's craziness could sink the ship, and a severe manpower problem exists if she's working 80-100 hour weeks.

No villains, just corporate cryptic language. "Reward down the line" equals "work for free." The manager's in the same boat, but why swim in the pool of exploitation when you can chill in the shallows?

The corporate "reward" often tastes like reheated pizza in the break room, with a side of "don't forget to clock out for lunch" irony.

The equation's straightforward: no pay, no play, and it doesn't get simpler than that.

In this lose-lose situation, it's like a magic show where everyone loses their hat.

Reasoning with a workaholic is as futile as teaching a toddler rocket science. Just sticking to "NO" is the way to go for preserving sanity.

In the corporate arena, it's a simple rule: no pay, no play. Send that raise email; it's like a litmus test for their appreciation, and their response will spill the beans!

In this unicorn quest for a replacement, it's time for OP to start job-hunting in reality, not mythology!

OP is in a high-wire act with no safety net; saying "no" could be risky business. Instead, they should juggle their concerns with the boss, like a pro in the corporate circus!

No wrongdoing on OP's part! It's time for some financial gymnastics—they should tell her they need a $20k raise (with the bottom line being another $12k or so).

No circus to run, no monkeys to mind! When additional tasks come your way, just ask, "What's the priority?"—it's like holding a VIP ticket to the corporate show!

Working for free is like a solo comedy act—entertaining but unsustainable.

Personal boundaries definitely come into play, as each employee wrestles with their capacity to handle tasks, hoping to find a delicate equilibrium between personal life and professional obligations. As the narrative unfolds, it becomes a window into the daily challenges faced by ordinary workers, highlighting the universal dilemma of balancing career aspirations with personal well-being.

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Sophia