Search NYTimes. http://nyti.ms/1i8MNLc Loading... Continue reading the main story Send your workplace conundrums to workologist@nytimes.com, including your name and contact information (even if you want it withheld for publication). The Workologist is a guy with well-intentioned opinions, not a professional career adviser. Letters may be edited. Seven years ago, I was hired as a part-time department director at a small company. This was great at the time, because I had children at home. But now they are grown and gone, and I would very much like to work full time. I have made that clear to my immediate supervisor, and to management at our headquarters. When I first asked my boss about switching to full time, she said I would need to add more responsibility to justify the additional hours. So I now handle all customer complaints and grievances — a job no one else wants to do — as well as employee recognition and customer service training — all in addition to my original job description. I get glowing reviews, but there has been no movement toward making me full time. I love my workplace and have no desire to go elsewhere. And being in my mid-50s, I think it would be hard to find another position that would suit me. One way or another, it looks as if you will have to force the issue. By your account, your employer has no strong motive to make a change: You are more productive than ever — as a less-expensive part-timer. There are several strategies to consider, and perhaps to deploy in combination. But again, that doesn’t offer any real incentive to the company. So a second strategy would be to spin the conversation toward the potential future: “I did what you asked, and I’m getting great feedback — and I could do even more, but only if you make me full time.” Come up with a scenario that offers a tangible payoff to your employer — without promising anything that you’ll regret later. Maybe that means improvements in the areas you’re already covering; maybe it means something new. Either way, there’s another strategy that you should pursue: Explore your alternatives. It’s a Workologist axiom that it’s never a bad idea to keep an eye out for better opportunities. But in this case in particular, there’s absolutely no downside. You might stumble on something that’s better — or at least full time — or you might find other part-time options. (Piecing together multiple gigs is an increasingly common solution to quandaries like yours. Besides, any potential job elsewhere could give your bosses another kind of incentive for bringing you on full time. From what you say, it sounds as if they’d prefer not to lose you altogether. I disagree with your response to the receptionist who had a run-in with a colleague after coming back early from a break (“She Didn’t Mean to Be Bossy,” March 23). The colleague may have been upset to be interrupted while checking personal email, but the real problem here is that it’s unethical to deal with personal email at the office. I don’t think one should even do personal Google searches on a company computer: I do only word processing and email for my bosses. I take care of my personal Internet work and email at home. A number of readers argued that my inquirer’s colleague had no business catching up on her Gmail account at someone else’s work station, and therefore no justification for being upset at the interruption. The colleague “was exhibiting a classic response to being caught doing something wrong,” as one reader put it. A handful of readers struck a very different tone, suggesting that the receptionist shouldn’t have returned early from her break. “Apparently she’s conscientious and eager to return to work,” one reader wrote. “But it’s easy to understand why the person on duty felt uncomfortable, regardless of what she was doing.” Another agreed: “If an employee has a 15-minute break, she should take a 15-minute break. I admire those who manage to keep such a sharp dividing line between their business and personal lives, but I’m not sure how often that’s truly possible these days. If I’m expected to answer work email over the weekend, is it so wrong to spend a few minutes booking a vacation hotel from the office? I suspect that employers ultimately benefit from tolerating some personal business being conducted during office hours, on the theory that it results in happier and ultimately more productive workers. In this instance, it’s true that the colleague was supposed to be filling in for someone taking a break — not taking a break herself. That’s one reason I don’t think my inquisitor deserved to be called “bossy” by her flustered co-worker. And I certainly don’t think she should be criticized for cutting her own break short. Still, I have a hard time condemning anyone for checking personal email if it’s not affecting her work performance. What really emerges from the responses is confirmation that different workers think about this issue in distinct ways. Being aware of that, and being empathetic to colleagues, are the best ways to avoid needless run-ins. A version of this article appears in print on April 6, 2014, on page BU7 of the New York edition with the headline: The Frustrations of a Part-Timer. More on nytimes. U.S. N.Y.C. N.Y.C. N.Y.C. 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