As a salaried employee there is no "salaried time." You're paid for your output not the time spent on it. This goes especially true for Microsoft where lots of people put in far less than a 40hr workweek. Literally no one bats an eye at arriving at the office late so if you want to start your commute at 9 and include that in your "working hours" no one would care.

I disagree completely with that, at least for software engineers.

The work queue is infinite, measuring output with any sort of precision is almost impossible for a lot of the work (maintenance, actually necessary refactors, security, mentoring juniors, managing stakeholders, etc etc etc). There's no "I've finished my work for today".

I'm not saying that I like it, or that it's a good thing, but in my understanding engineers are paid to be available doing work roughly 40h/week.

The employer want to pay for the output. But the employee want to be compensated for their time and the quality of it.

> This goes especially true for Microsoft where lots of people put in far less than a 40hr workweek.

No offence, but this shows in the products.

It's a standard expectation for managers to see you physically located in the office for 40hrs per week in semi-flexible arrangements (if you're lucky).

You may forget that as tech workers we are incredibly privileged with the way our office life is compared to others typically, that we can sometimes come in late and leave early: may be another "perk" (like remote work) which goes away in time or during the next squeeze.

So it's a poor defense, as it's not reflected in other similar industries, nor is it relevant when we're discussing flexibility being reduced by the same company doing the flexibility reduction.

You are definitely paid for the "hours" in your contract and not the output, if you were paid for output some workers would be able to work harder to make more money by creating more things; as it stands you get the same money if you do 80hrs or 40hrs or 20hrs at any level of effort. You're not paid for time or output, you're paid to be "of service".

Maybe you get more money at promotion time (maybe), but pay is certainly *not* linked to compensation.

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