BigBallinStalin wrote:Hopefully, your wage already compensates you sufficiently for such calls/emails. If so, then is the complaining justified? Or is it a profitable opportunity for releasing stress and finding sympathy?
Adjusted for inflation, my hourly wage compared to what my hourly wage would have been 20 years ago before modern technology... no, it's not adequate compensation. Imagine this disparity:
Employee A works from 8 AM to 8 PM, Monday through Friday without taking a break for lunch. That's 60 hours. He or she is paid $100.
Employee B works from 8 AM to 8 PM, Monday through Friday without taking a break for lunch. That's 60 hours. He or she is paid $100. He or she is also expected to respond to messages from colleagues or clients any time from 8 PM to 8 AM on weekdays and any time of day on weekends within 24 hours of receiving the message.
Does Employee B have the right to complain about his or her wage? Does it matter whether Employee A worked for the same company 20 years ago?
BigBallinStalin wrote:Of course, there may be the possibility of shaping your environment to your own demands. In some situations, you could create and enforce implicit rules like "not responding to work-emails after work-hours." In a sense, you can control the environment, or maybe you'll get fired.
That's a better response. Yes, by responding to such messages at off-hours, I receive better opportunities to advance my career than other, similarly situated people.