I work as a team lead with scheduled hours from 6AM to 2:30PM. Recently my manager told me I need to extend my workday until 4PM without extra pay because supervisors are expected to put in longer hours. This seems crazy to me.
Our production wraps up at 2:30PM when all staff leaves. When I asked what tasks I should handle during these extra hours, he suggested finding ways to optimize processes but insisted this extended schedule is permanent.
He also mentioned I should quit if I’m not happy with this arrangement, which really shocked me.
I’m thinking about looking for a new position. Should I include my current role on my resume? I’m worried about appearing like someone who jumps between jobs frequently.
Update: Talked to HR but they supported my manager’s decision completely.
Additional info: I receive salary pay fixed at 40 hours weekly, not hourly wages. Management says supervisors must work these extra hours as part of the role, so I’m doing 10 additional hours weekly without overtime compensation.
Question for everyone: Does salary employment mean companies can require unlimited hours until objectives are met? What happens when objectives are impossible to reach? Can they take advantage of workers this way?
Important detail: We consistently meet production targets an hour before hourly workers finish their shifts. We often exceed our daily quotas. I’m not claiming our processes are flawless, but we regularly hit targets within 8 hours.
During my hiring interview, they explained supervisors work 8-hour days but must stay longer only if production goals aren’t achieved. I agreed to that condition. Now management wants 2 extra hours even when production finished hours earlier. That’s my main concern.
We don’t just meet targets - we frequently overproduce because our team completes goals 2 hours before shift end.
This situation sounds like a potential violation of your employment contract. You agreed to work additional hours only if production targets were not met, yet your employer is now requiring you to work overtime even when you exceed quotas, which could be considered a change in employment terms without your consent. Regarding salary classifications, many employers misconstrue these regulations. Being salaried does not automatically exempt you from overtime protections; instead, you must meet certain criteria. Typically, team leads are not categorized under executive exemptions unless they perform specific management functions. I recommend documenting everything, including your original job description, any hiring discussions about overtime conditions, production performance records, and communications about this change in policy. If you believe you’re misclassified, consider filing a wage complaint with your state labor department. As for your resume, include your current role; brief tenures are not usually viewed negatively when you can provide valid justifications for transitions during interviews.
This is straight-up wage theft. You’re hitting your targets early but they’re forcing you to sit there doing nothing? That’s just stealing your time. I’d start job hunting now and definitely put this role on your resume - saying you left for better work-life balance is completely normal these days.
Your manager’s actions appear to be an overreach of their authority. The terms of your original agreement clearly stipulate that additional hours are only required if you fail to meet production targets, which you have consistently surpassed. HR’s support for management doesn’t lend any legal weight to their demands. It seems that your classification as a salaried employee may be a misclassification, particularly if your role doesn’t involve higher-level executive functions as required by the FLSA. I urge you to keep a detailed record of your daily tasks, as many companies exploit such classifications to avoid paying overtime. The ultimatum regarding quitting is a concerning indicator of a potentially toxic work environment. As for your resume, you can mention your current position while citing a desire for improved work-life balance as your reason for seeking new opportunities. Begin your job search now; the situation is likely to worsen if management perceives you as an easy target.
Your manager threatening to quit when you questioned this change tells you everything about their character. That’s not management - that’s bullying. I had a supervisor who pulled similar stunts, demanding extra hours for “development” when we were already ahead of schedule. What really got me was the dishonesty. They sold you one deal during hiring and now want to change it after you’re proving successful. Your team finishes early and beats targets, but somehow needs more supervision? That makes no sense. The salary exemption thing is tricky, but courts usually look at whether you actually have authority over hiring, firing, and major business decisions. Lots of team leads get misclassified because companies just slap a supervisor title on someone doing regular work. Document what you actually do daily versus what exempt positions legally require. Since HR already picked sides, time to update that resume. Frame it as wanting an employer who keeps their word - any decent company will respect that. Don’t let them gaslight you into thinking this is normal.
Your manager’s trying to rewrite your contract after you signed it. That’s not how this works.
I’ve been through this twice. First time I rolled over and accepted it - huge mistake. Extra hours became extra projects, then weekend work, then “emergency” calls during my vacation.
Second time I pushed back hard. Brought my original job description and offer letter to the meeting. Asked HR how they can change agreed terms without adjusting my pay.
They couldn’t. Problem vanished within a week.
Since HR already backed management, you’re working for a company that sees employees as disposable. Time to leave.
Include this job on your resume. Say you’re looking for clear expectations and better growth opportunities. Any decent manager will get it.
Start applying now while you’ve got income. Don’t wait - this will only get worse.
What strikes me most is your team finishing an hour early while exceeding quotas. That’s proof your current system works perfectly without extended hours. I went through something similar when my old employer decided all department heads had to work until 6PM no matter what. They were just trying to justify poor planning by making management look ‘dedicated.’ The difference here? You’ve got concrete performance metrics showing the extra time serves zero purpose. When production wraps at 2:30 and you’re beating targets, making you stay until 4PM is pure theater. On salary exemptions - team lead positions are tricky. Companies assume any supervisory title means unlimited hours, but your actual job duties matter more than titles for exempt status. Your original deal was conditional overtime based on production needs. Now they want unconditional overtime despite your team crushing it. That’s a fundamental change to your employment terms. Put this job on your resume without hesitation. Leaving because of changed conditions after consistently beating targets? That actually shows potential employers your value.
Been there. Managers love squeezing extra hours for no real reason. Here’s what works: automation.
Why sit around 2 hours doing busywork? Automate what your manager wants “optimized” during those dead hours. Most of it can run itself anyway.
I’ve watched teams slash manual oversight by 70% with automated workflows. Production monitoring, optimization reports, performance tracking, daily summaries to management - all running without babysitting.
This gives you two plays: Show your manager automation kills the need for extra hours, or use these new skills as leverage for your next gig.
The “supervisors work longer” excuse? Usually just bad management hiding inefficient processes. Good companies automate the boring stuff so talent focuses on what counts.
Document everything and build those workflows. Worst case: killer resume material. Best case: problem solved, life back.
For workflows, check out Latenode. Handles system integration without needing a whole IT team.