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Disciplinary action- The write up.


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After 9 years of company dedication, a slip arrived . Yes mistakes can be made by the best of us. Today was my turn on the block.

Basically I made an "unprofessional" opinion via media (email). Now mind you in this job its common during emails to voice a "suggestion". A Co worker who suffers from perpetual forgetfulness created undue pressure that directly related to my job performance. When I responded that maybe you can make a more concerted effort to "include" persons for orders to be processed and that her excluding was utterly rude from a business stance.

Yes I dared to voice my opinion , and yes I agree that I should not have even mentioned to her how rude it came across. Clearly that is not the best way to get someone to improve. Here though lays the final straw.

I am on probation for two weeks. During the Duration of my employ (meaning any work hours from here on out)this co-worker is at liberty at any moment to give the "Fire Her" at will. Basically the write up stated that if she reports any thing she considers wrong doing on my part, there will be immediate termination. No questions asked.

I do not mind having the write up...its certainly a reminder to be more considerate of others. I do MIND immensely that they are allowing a NON manager, NON authority position person to decide my employ. Heck if I hiccup wrong she simply goes to them and viola! Out the door I go.

I do not , nor cannot afford to be put under the microscope or walk on eggshells. My position requires that I be supportive of my team members and work toward the common goals set forth. Yet how is it supportive if she is holding the hatchet and at any moment...bye bye job. I do not see this as a just "discipline" action if the scales are tipped totally in her favor.

My HR department is totally gung ho on her side. My boss is extremely bias towards this co worker so I am left with no recourse or support system on this matter. I am literally at wits end . Any suggestions of how this can be repaired? Or should I start looking thru the Hiring pages?

Thanks...and please I really do feel gosh awful for not being professional in statement...that part I concede to behaving poorly on. Just need some support here on this issue.

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january2011

  • Walk on eggshells
  • Polish up the resume
  • Seek employment in a less crazy place no matter how the next 2 weeks go

 

Seconded. If nine years of employment can be thrown aside like that, then it's not a company that deserves your loyalty.

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When you finally do exit, make it professional. "I just feel I'm not a good fit for this firm at this time, so I'm giving my 2 weeks (or whatever) notice as of today".

 

No games, no drama, no negotiations.

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Thank you for the supportive recommendation. I think this upcoming week will be to use up my vacation time and scout out some business's.

 

Oddly I will sincerely miss some of my co-workers, they truly brought joy to some struggling times...for that will be my sorrow when its time to go.

PS: The two weeks wasn't them then letting me go, I am just on privilege restrictions during probation. After probation time, privileges will be re-instated with the stipulation that no suggestions, comments or ripples in the corp pond will be tolerated.

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UpwardForward
Thank you for the supportive recommendation. I think this upcoming week will be to use up my vacation time and scout out some business's.

 

Oddly I will sincerely miss some of my co-workers, they truly brought joy to some struggling times...for that will be my sorrow when its time to go.

PS: The two weeks wasn't them then letting me go, I am just on privilege restrictions during probation. After probation time, privileges will be re-instated with the stipulation that no suggestions, comments or ripples in the corp pond will be tolerated.

 

I'm glad it's only for two weeks and not a life sentence. Do you think you should stick around and protect your job at this time, rather than take the vacation time, now. If they would let you go, would they have to pay the accrued vaca time, or must you use it, or loose it.

 

In the meantime, I agree w those who have told you to look for another job. Resume can be submitted on-line, mailed, or faxed, and then appointments lined up.

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Thirded regarding sending out resumes for new employment. There was a special on last night's episode of 20/20 about your very situation, as told to the show host by an former HR insider-turned-whistle-blower.

 

20/20: True Confessions: Porn Star, Waiter, Human Resources Executive | Video - ABC News

 

Here is another link from the show about 20 insider HR secrets how to keep/lose a job. 20 Job Tips From Former HR Exec - ABC News

 

Here's another helpful list of HR secrets. One of them is #12: "Generally speaking, you only put someone on paid leave if you’re pretty certain that they might be terminated from the company once you do your investigation.” –Kris Dunn." http://www.rd.com/13-things/39-more-secrets-your-hr-person-wont-tell-you/

 

I'm with the others who suggest you start looking for a new job asap. I'm sorry this happened to you but unfortunately it's further proof that one's job security just isn't safe no matter what precautions are taken.

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Eddie Edirol
When you finally do exit, make it professional. "I just feel I'm not a good fit for this firm at this time, so I'm giving my 2 weeks (or whatever) notice as of today".

 

No games, no drama, no negotiations.

 

In addition to that: "I just feel I'm not a good fit for this firm at this time. I feel that I have learned as much as I can in this position, and its time to explore other options."

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When you finally do exit, make it professional. "I just feel I'm not a good fit for this firm at this time, so I'm giving my 2 weeks (or whatever) notice as of today".

 

No games, no drama, no negotiations.

 

Don't quit a job until you have a new one lined up. Not all companies provide a severance for terminated employees or unemployment benefits. It varies state to state, company to company.

 

And I don't think you can negotiate your termination terms when you give your notice. You'll have signed a contract upon hiring that clearly states what you'll receive when you leave the company, based on how you leave it. So you can only negotiate when you're in the hiring interview or up for a raise. Once you've let them know you're leaving, companies tend to say "see ya!"

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Geez - that link sure makes the corporate world seem harsh.

 

I agree with some of the points (HR is not your friend) but it seems like the general gist is that your paranoia is warranted, and that it's wise to take some extreme precautions, that will likely result in your life being even more miserable.

 

I have a different attitude about working. The value you bring should be more than your pay. Job security is in that difference. Know your value. Know how to increase it.

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Geez - that link sure makes the corporate world seem harsh.

 

I agree with some of the points (HR is not your friend) but it seems like the general gist is that your paranoia is warranted, and that it's wise to take some extreme precautions, that will likely result in your life being even more miserable.

 

I have a different attitude about working. The value you bring should be more than your pay. Job security is in that difference. Know your value. Know how to increase it.

 

Ah, but the corporate world is harsh unfortunately. Hence there are former HR execs turned "whistle blowers" who report on what's really going on.

 

The only way to avoid the hidden pitfalls (like the "secret layoff list" the HR exec spoke about in the 20/20 segment) is to know they exist. The more knowledge you arm yourself with, the less paranoid and more secure you can feel about your job and your rights as an employee.

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Don't quit a job until you have a new one lined up. Not all companies provide a severance for terminated employees or unemployment benefits.

 

....

 

Once you've let them know you're leaving, companies tend to say "see ya!"

 

Depends on the situation, most of the time I left them wanting more and on several occasions they have later approached me with opportunities when they had projects that were a good fit to my skill set. I have worked for one place (been hired) three times so far. Be professional when you leave.

 

I agree on the don't leave until you have a place to land, I intended that to be what I said but I see looking back that I wasn't explicit. To be clear, don't take vacation, start looking yesterday, and leave as soon as a good opportunity presents itself. This opportunity may not be the first one to come along, as long as you are employed, leverage that fact to be choosy.

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Oh, and also, never....NEVER sign a termination or separation agreement. Signing it won't change the fact that you're being terminated or laid off. If you sign it, your company can use it against you when you try to collect on your final paycheck, setting up your COBRA, or when you try to get Unemployment Benefits.

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Oh, and also, never....NEVER sign a termination or separation agreement. Signing it won't change the fact that you're being terminated or laid off. If you sign it, your company can use it against you when you try to collect on your final paycheck, setting up your COBRA, or when you try to get Unemployment Benefits.

 

I haven't found this to be true. Legally, regardless of what may be stated in a severance agreement, a company cannot legally ask you to waive your rights including your right to sue. Also, there would be no way for a company to block you getting your last check as that would result in DOL issues or with COBRA unless the company meets the qualifications not to offer COBRA.

 

In regards to Unemployment, a company will receive a worksheet from the Unemployment Commission and can challenge the Unemployment. This is true for a termination that is with or without a severance. Depending on state laws a company may be able to block your unemployment if you are found to be at fault for the termination. A severance may negate the amount of unemployment you may receive depending on the monies that you get but it cannot waive your rights.

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After 9 years of company dedication, a slip arrived . Yes mistakes can be made by the best of us. Today was my turn on the block.

Basically I made an "unprofessional" opinion via media (email). Now mind you in this job its common during emails to voice a "suggestion". A Co worker who suffers from perpetual forgetfulness created undue pressure that directly related to my job performance. When I responded that maybe you can make a more concerted effort to "include" persons for orders to be processed and that her excluding was utterly rude from a business stance.

Yes I dared to voice my opinion , and yes I agree that I should not have even mentioned to her how rude it came across. Clearly that is not the best way to get someone to improve. Here though lays the final straw.

I am on probation for two weeks. During the Duration of my employ (meaning any work hours from here on out)this co-worker is at liberty at any moment to give the "Fire Her" at will. Basically the write up stated that if she reports any thing she considers wrong doing on my part, there will be immediate termination. No questions asked.

I do not mind having the write up...its certainly a reminder to be more considerate of others. I do MIND immensely that they are allowing a NON manager, NON authority position person to decide my employ. Heck if I hiccup wrong she simply goes to them and viola! Out the door I go.

I do not , nor cannot afford to be put under the microscope or walk on eggshells. My position requires that I be supportive of my team members and work toward the common goals set forth. Yet how is it supportive if she is holding the hatchet and at any moment...bye bye job. I do not see this as a just "discipline" action if the scales are tipped totally in her favor.

My HR department is totally gung ho on her side. My boss is extremely bias towards this co worker so I am left with no recourse or support system on this matter. I am literally at wits end . Any suggestions of how this can be repaired? Or should I start looking thru the Hiring pages?

Thanks...and please I really do feel gosh awful for not being professional in statement...that part I concede to behaving poorly on. Just need some support here on this issue.

 

I am surprised that such a harsh stance would be taken from what you stated is a minor offense. Is there more to the story, a history of this behavior, etc?

 

I also do not understand the ability that a peer could impact employment. I can see a violation of your probation could result in termination but not just the hearsay of other employee. Usually a termination should be done in an escalating manner, basically the three strikes rule or verbal, written and then termination unless the action is so aggregious that it results in immediate suspension/termination.

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Oh, and also, never....NEVER sign a termination or separation agreement. Signing it won't change the fact that you're being terminated or laid off. If you sign it, your company can use it against you when you try to collect on your final paycheck, setting up your COBRA, or when you try to get Unemployment Benefits.

 

They usually use a separation agreement so that you can say you were not fired (for reference purposes), and so that they don't have to pay unemployment.

 

So, it depends on what's worth more to you: references/reputation, or your unemployment check. I'd personally go with the former.

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I am on probation for two weeks. During the Duration of my employ (meaning any work hours from here on out)this co-worker is at liberty at any moment to give the "Fire Her" at will. Basically the write up stated that if she reports any thing she considers wrong doing on my part, there will be immediate termination. No questions asked.

 

I thought I had heard and seen it all re: employment policies, this one absolutely takes the cake. Preposterous.

 

Wouldn't leave, just stick out the two weeks and see where it goes. Don't use any company resources, email at all when you do start looking (am sure you already know this, just saying), send everything from home. Good luck.

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They usually use a separation agreement so that you can say you were not fired (for reference purposes), and so that they don't have to pay unemployment.

 

So, it depends on what's worth more to you: references/reputation, or your unemployment check. I'd personally go with the former.

 

My rule is no signing without compensation, they always pay something, $10K has been common.

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