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The Basement
Losing hours to new crew who are friends of the new manager doing the rostering.
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<blockquote data-quote="Lisa Lane-Collins" data-source="post: 215840" data-attributes="member: 2967"><p>I want those hours, and I don’t know if that’s ok. A completely different manager ago I became the fill in tech for another person who worked here.</p><p></p><p>Then he lost his job and I became the only one but I’m not always available and so I recommended another two people to fill in and next thing I know the hours are being evenly split three ways.</p><p></p><p>Then I went away for 7 months, the person who hired me was fired. New manager knew I existed and had a line of communication open with me because I was also hiring them a mic pack and when I returned was magnanimous enough to throw me a few hours. If I got less than a third I couldn’t complain because the two techs I brought in kept the whole operation running.</p><p></p><p>The venue closed for renovations, it reopened, the manager committed to sharing the work evenly between us 3. We were rotating through the available shifts. Then the band on sundays asked if they could always use me and I landed on the small shifts on Thursdays and sundays. The other two techs took fri and sat respectively and it ran stable like that for a few months. But the manager doesn’t want us siloed. So he said he’d change it up. But mostly what’s happened is my shifts have been all over the shop. The Saturday tech can only work saturdays so there he stays and the Friday tech mostly just seems to end up with all his Friday’s too but now also some of the shifts I used to get (more shifts have been added so there are more hours to share out). I feel like when quiet days get canned I take the hit and lose hours but now we’re booming I’m hitting a ceiling of 40 hours month. (This roster of contention when it came out I only had 37 but there were two unassigned shifts and I grabbed them). If it’s still meant to be rotating us through and keeping the hours even i feel like that’s not happening and the only one who’s hours drop is me. (This is probably not the case but it feels that way).</p><p></p><p>Best faith, the management team absolutely feels vulnerable having only three people inducted and able to do the work here. There is a 4th back up tech who’s been added to crew but he only gets hours when everyone is unavailable. And now 5 and 6. With the money they’re paying they could have afforded people with experience who just need inducting, but new manager has chosen her boyfriend and uni friend to fill in the gaps and said something about giving them shifts so they could get the hang of working here. Best faith again, they have Thursdays because that’s a quiet day and it was just solo acoustic acts. Next month it will be original bands (I’m also jealous they’re getting to mix the fun stuff) but that is still the best, lowest stakes night to let your new crew find their feet.</p><p></p><p>Still, they could have hired people who didn’t need to learn how to mix!</p><p></p><p>So that’s a bunch more context.</p><p></p><p>For me it’s not a question of overheads (although non monetary overhead, if I’m working here then there’s a relationship with a different client on a given night with a show that I can’t nurture), the pay here is decent. It’s more of a morale thing. The original manager was able to make me feel like there’s employer loyalty which gave me a sense of job security and the new one has undermined that. Although I’m sure from her perspective she’s remained loyal by keeping me close to 40 hours a week. So here I realise I have an unvoiced expectation that when the hours boom so will my share to balance out how when hours drop mine definitely do….. is that a thing I could maybe clarify with management if that’s a fair expectation to have and if yes how do I broach it? (A freelancer? Asking for a reciprocal relationship? Whaaaat?!)</p><p></p><p>Thank you for your thoughts. Left to my own devices I already would have run in like a petulant child and shot myself in the foot.</p></blockquote><p></p>
[QUOTE="Lisa Lane-Collins, post: 215840, member: 2967"] I want those hours, and I don’t know if that’s ok. A completely different manager ago I became the fill in tech for another person who worked here. Then he lost his job and I became the only one but I’m not always available and so I recommended another two people to fill in and next thing I know the hours are being evenly split three ways. Then I went away for 7 months, the person who hired me was fired. New manager knew I existed and had a line of communication open with me because I was also hiring them a mic pack and when I returned was magnanimous enough to throw me a few hours. If I got less than a third I couldn’t complain because the two techs I brought in kept the whole operation running. The venue closed for renovations, it reopened, the manager committed to sharing the work evenly between us 3. We were rotating through the available shifts. Then the band on sundays asked if they could always use me and I landed on the small shifts on Thursdays and sundays. The other two techs took fri and sat respectively and it ran stable like that for a few months. But the manager doesn’t want us siloed. So he said he’d change it up. But mostly what’s happened is my shifts have been all over the shop. The Saturday tech can only work saturdays so there he stays and the Friday tech mostly just seems to end up with all his Friday’s too but now also some of the shifts I used to get (more shifts have been added so there are more hours to share out). I feel like when quiet days get canned I take the hit and lose hours but now we’re booming I’m hitting a ceiling of 40 hours month. (This roster of contention when it came out I only had 37 but there were two unassigned shifts and I grabbed them). If it’s still meant to be rotating us through and keeping the hours even i feel like that’s not happening and the only one who’s hours drop is me. (This is probably not the case but it feels that way). Best faith, the management team absolutely feels vulnerable having only three people inducted and able to do the work here. There is a 4th back up tech who’s been added to crew but he only gets hours when everyone is unavailable. And now 5 and 6. With the money they’re paying they could have afforded people with experience who just need inducting, but new manager has chosen her boyfriend and uni friend to fill in the gaps and said something about giving them shifts so they could get the hang of working here. Best faith again, they have Thursdays because that’s a quiet day and it was just solo acoustic acts. Next month it will be original bands (I’m also jealous they’re getting to mix the fun stuff) but that is still the best, lowest stakes night to let your new crew find their feet. Still, they could have hired people who didn’t need to learn how to mix! So that’s a bunch more context. For me it’s not a question of overheads (although non monetary overhead, if I’m working here then there’s a relationship with a different client on a given night with a show that I can’t nurture), the pay here is decent. It’s more of a morale thing. The original manager was able to make me feel like there’s employer loyalty which gave me a sense of job security and the new one has undermined that. Although I’m sure from her perspective she’s remained loyal by keeping me close to 40 hours a week. So here I realise I have an unvoiced expectation that when the hours boom so will my share to balance out how when hours drop mine definitely do….. is that a thing I could maybe clarify with management if that’s a fair expectation to have and if yes how do I broach it? (A freelancer? Asking for a reciprocal relationship? Whaaaat?!) Thank you for your thoughts. Left to my own devices I already would have run in like a petulant child and shot myself in the foot. [/QUOTE]
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Losing hours to new crew who are friends of the new manager doing the rostering.
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