Chuck gives some excellent advice. However, it has taken me about three
years to get to achieve the things he recommends striving for. Your ability
to do this may rest on who was there before you (or whether there was anyone
at all).

Erica S. Maniez
Museum Director, Issaquah Historical Society
425/392-3500
[log in to unmask]
www.issaquahhistory.org

> -----Original Message-----
> From: Museum discussion list [mailto:[log in to unmask]]On
> Behalf Of Chuck Warkins
> Sent: Wednesday, January 23, 2002 10:52 AM
> To: [log in to unmask]
> Subject: Re: comp time
>
>
> Dear Ann:
>     I have been following the reponses to your post, most of
> which have been of a legalistic nature (I knows my roights).  Let
> me say, first of all, that I would be concerned about any board
> that has intimate knowledge of the employment practices of
> Walmart.  Having said that, it
> seems clear that you are employed by what we might call a "user"
> board.  They are going to squeeze you until the pips squeak.  The
> only way to reasonably deal with such a board is to "use" them in
> return.  How will you do this?  Simply by using their museum to
> gain the credentials
> necessary to obtain a better job elsewhere.  Give yourself a
> year.  Get a couple of grants to fund activities that now come
> out of the board's pocket, and administer them well.  Increase
> their attendance.  Nothing will make a board appreciate you more
> than additional dollars and
> visitors, and this may help to offset the board's worst
> tendencies, though it is unlikely to materially change the
> behavior of a user board.  Most importantly, though, activities
> such as this will qualify you to move up and will make you an
> attractive candidate.  Then, after you
> accept your new position, give the board an appropriate notice of
> your impending departure - whatever Walmart policy is will do fine.
> Regards,
> Chuck Watkins
> ann wrote:
>
> > I am the Ex. Director for a new, small history museum. I am an exempt
> > employee. My board will not give me hour for hour comp time,
> nor revise the
> > personnel policy to reflect any discretionary time.  I was hired to "do
> > whatever it takes to get the job done". "The Wal Mart manager works
> > consistent 80 hour work weeks and thrives on it". You get the
> picture?  I
> > work consistently on weekends and evenings, well beyond a 40
> hour week. I
> > am not going to be allowed to leave the building from 9-5 on personal
> > business unless I take leave.
> >
> > Am I being a whiner and this is consistent with museums, or
> should I press
> > for some policy that allows us "professionals" to know when we
> can be away
> > from the building?
> >
> > Thanks
> >
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