So I am in a company where we are a 3rd party provider of some digital services. In my particular team, made up of 4 people, me included, I am the most senior person, aka the person who has more responsibility but also receives more. We have a "hot line system", meaning that a person is supposed to be available if there is an emergency in our services and would need to give support to solve that situation. That hotline is made by me and 2 other people. We receive a bonus for "overtime" because of this. In theory, the idea is that one of us would be responsible for a hotline cellphone, changing between the 3 of us each week. Again, in theory.
What actually happens is that every time there is an issue, I am always the one being called because I am the person whom they trust the most in critical situations. So the other 2 are receiving a bonus without actually doing something. And I don’t know how I feel about it.
Do you think I should say something about it? Truth be told, I do feel that it’s slightly unfair that they are receiving the same value as I am for extra time, while they don’t do anything, but, since I don’t have a guarantee that I would receive "their part" if they weren’t part of the hotline, I’m not sure if I should say something.
AITA for even considering this?
They aren’t gonna give you more money or them less work, so what’s the point?
NAH. The reason there’s redundancy in manning the hotline is so you don’t have to always take it. Instead of complaining about them doing nothing wrong, advocate for either a hard rotation, a commission on calls recieved, or see if you can just ignore the calls and let the other 2 handle it.
I doubt they will give you more money. I would set boundaries and stop helping when it’s not your week.
NTA. It does feel unfair. However, you have to put your foot down. Otherwise it will all stay the same. Let the others handle it. If you are not on call, don’t answer the call. This also gives others opportunity to learn.
NTA.
The pay is supposed to compensate for availability and actual support, not just being there on paper. You’re just asking for compensation to reflect reality.
NTA
stop answering when you are not responsible for the hotline cellphone. Let your coworkers handle their hotline duty themselves.
NTA, but neither are they. This is on you for answering these calls when you are not on call. You say there is a hotline cell that is being rotated. Are people calling your personal cell? Put up boundaries. “Hey – please call this number and the team will be happy to help”. Boundaries are important. (Im in HR if that helps.)
I think you would get a lot further by pushing back on them effectively always being on call. I get you’re the most trusted, but it’s time to point out that if you get hit by a bus next week they’re going to have some problems. At the very least they should be tier 1 support so that you’re only called when they’re stumped.
NAH. The company has an expectation that your group will equally share the pay and equally share the overtime. That is not happening. You should bring it to their attention so that one of the two gets adjusted more equitably.
YTA. I would keep mum and advocate for the hard rotation or push the work back to the people who should be doing it.
If they call you because the others aren’t responding, tell them you’re not available, offer no explanation except to say that it’s not your turn to cover, and end the call.
Complaining about them getting the same bonus as you will not do you any good in the future. It will label you as a whiner and a complainer and do nothing but call negative attention to you. And trust me, they will remember.
In essence, do the best job you can and expect the others to do the same.