This is a unique situation to other questions here, which are all in regard to unpaid overtime policies that are already in place.
We have the opportunity to nip it in the bud but need to do it safely and professionally. What we need are preventative measures. This idea is being discussed openly, so there is no cloak and dagger here - I've not been made privy to information that I shouldn't be sharing.
The company is around 30 people, about half are technical. This company isn' t in the general habit of screwing over its employees - I would rather stay there, so quitting isn't on the table. This question is with regard to those of us who are on fixed salaries, and wouldn't be receiving any additional compensation for working overtime.
I am a developer, and I get consulted for technical decisions, but not so much in general business ones like this, so I won't get a veto. I have to rely on my powers of persuasion. I am happy to speak out on behalf of the general team, but I am not in HR, so once again I must be persuasive if I am to affect policy.
We are on an efficiency drive and one of the ideas that pops up regluarly is the idea of people staying behind after work to do unpaid training or overtime. It's still in the discussion stage and hasn't yet been announced.
I can navigate around this, but I'm concerned for more junior staff who won't have the courage to speak out or set the ground rules. On the other hand, I don't want to lead a rebellion, or undermine the general strategy.
We need to make it clear to those in charge that they are in dangerous territory and that bullying won't be tolerated - how do we respond while we have this window of opportunity?