GPS Tracking

Yes. Mandatory use of GPS tracker in cell phone to receive personal vehicle reimbursement, which is much lower than the government rate. Don't even consider this place. It will be a career killer for you and you'll be miserable like all of us.

 

Yes, absolutely and that is not the only benefit they offer their reps either! Absolute amateur hour here!

 

kci was purchased by equity investors in 2011. Nuff said

 

Ok its bad enough to be riding around with a company phone that is tracking your mileage. Seriously, that's bad enough. But its so much worse when management looks at you in the face and puts in in a company email that the technology wont be used to track our movements. For crying out loud. IT'S A GPS BASED SYSTEM!!!! it will work the very same way ay map based app works. All they have to do is id the phone issued to you by KCI

So what happened to H3 "winning the heart , hands and heads of our employees"???

 

are they required to inform new hires that they will be tracked 24/7 as we all have to be near the phone at all times?

 

Not all. Only the AWD USA division. You know, the one with the most growth and lowest base salary and commission payouts.

 

So do you think it's going to be the DM's hanging out in their "home offices" watching the bouncing red ball all day ? Or will it be done by some new minimum wage worker in SA?

 

DMs have access to your GPS locations. Don't let the GPS rep tell you otherwise. Just google GPS tracker and the name of the app and look at what comes up.

The 2 reasons they gave for mandatory GPS tracking are lies. 1, it is easier for the rep. Instead of entering mileage once a month, you now must remember to use the app everyday and still log all the trips as personal or business and log all of them in at end of the month. How is that easier?

2, they said they need to do it to be compliant with IRS. Not true. Reps need logs for the IRS, not the company. Reps can and should keep their own logs without GPS tracking. Also, LifeCell, another division of Acelity, doesn't have to use the app. Hmmmm ...

Can't wait for the app training webinar on August 8th and 9th ........ When the app is mandatory starting August 1st! Bunch of clowns running this place or what?

 

We're sales reps, not delivery drivers. If we're not out in our territory we don't make money. The GPS tracker is one of the most insulting things of my entire professional career.

 

I'm out in my area working every day, my numbers are up, and the money is okay. I wasn't looking for a job before GPS tracking, now I can't get out of here fast enough. The tracking is insulting.

 

Reps, who are on call 24/7, get GPS tracking. Home office people get flex time. Makes sense.

 

Told you so
Sincerely, Mr G Orwell

 

Dude I was thinking the same thing! This place is the twilight zone. Just when you think it can't get any worse.

 

And the beatings will continue until morale improves you ingrates!

 

Im so sick of the dog and pony show

 

This is really going to effect my Uber $$$

 

Employee Smartphone Use May Cost Employers



It is no secret that some employees are expected to be “always on” and ready to respond to urgent work issues, even outside of normal working hours. Many employers issue company-owned or subsidized “smartphones” (including the iPhone, Blackberry, and other phones with internet capabilities) so that employees can be contacted by e-mail or text message when they are out of the office. The convenience factor of these devices is undeniable. However, employers may not realize that employees may be entitled to overtime pay if their after-hours smartphone use causes them to exceed 40 hours per week.



For example, the FLSA covers employees who are “on-call.” Whether on-call time is compensable depends largely on whether an employee can use his or her time for personal activities. When an employee is relieved of work duties and able to engage in personal activities, the employee is considered “waiting to be engaged” and is not entitled to compensation. On the other hand, when an employee is unable to make effective use of his personal time, he is “engaged to wait” and must be compensated. With after-hours usage of smartphones on the rise, employees are starting to claim that receiving e-mails outside of work is so restrictive that they are “engaged to wait” and should be compensated for their time. The line between “waiting to be engaged” and “engaged to wait” is not always clear.



So, how can employers avoid liability under the FLSA for off-the-clock smartphone use? One solution is for employers to block non-exempt employees from accessing work e-mail via smartphones during non-working hours. Alternatively, employers can choose to monitor, track, and pay overtime compensation to employees whose smartphone use results in their work hours exceeding 40 hours per week. Either way, employers need to understand the risk of liability for wage and hour violations when non-exempt employees use smartphones for work-related activities outside of normal business hours.

 

Gives a new meaning to Reptrax

 

Interesting. This app is going to expose some things about work time. What do people consider their working hours? Do reps even take a lunch break? Which managers allow reps to have office time or entire office days?

 

Oh for pity's sake - just get out and work. If you just spent as much time actually working this gps tracking wouldn't be happening. Most of you don't spend 20 hrs a week working and now everyone will pay the price.