I'm seeing a brand new employee with over 6 absent days while on probation, with additional conficts that required numerous apologies.Woud YOU want to manage this employee? I think one of the other commenters, Michael Hannon, is just about the most generous person ever...or he is actually your mom. How anyone would read your situation and say this is poor management - not your fault - is beyond me. (I mean no disrespect, Michael, I just truly don't understand how you came to this conclusion considering we all have the same data.)Your job while on probation is to learn everything you can, support everyone, and not slow down the process that was working fine before you got there. It doesn't seem that you're able to do that if you're always sick or upset.As an employer who has terminated people before, my sense is that you aren't already fired simply because he hasn't had time to hire your replacement.I wish you the best but I also have to encourage you to freshen up your resume. Another of the commenters is correct - you have ZERO negotiating stance. Frankly, you'd have to save his life by performing CPR before you should even ask for a bathroom break. Get your health under control and work through any of those issues that caused all that apologizing. BE A BETTER EMPLOYEE.
It depends on the venue and whether or not you are an "at will employee" who can be terminated for any reason, including cause.Whether or not you can bring an action for wrongful determination should be made by a competent attorney who specializes in employment law in your venue. And, should you win such an action, would you want to continue working for a jerk?My company is a children and dog-friendly zone. It is not unusual for a child and a dog to be napping together under my in-office conference table. And, the lowest lateral file cabinet contains assorted toys. The lop level contains treats for both children and animals. The only areas children are not allowed to play is in are the secure computer room or our in-house system repair shop. They have their own office, their own computers, and use a separate internet access. And, I have been known to talk to my dog. Our clients can bring their children with them for meetings. We also have a dedicated facility to handle children -- compete with their own bathroom and changing area. Employees are free to walk their dogs as long as the can be reached by telephone or walkie-talkie. We use a group of high-school students with rotating schedules to be on premises to watch out for the children.
Can my employer fire me for not attending a staff meeting?
verify your state regulations... in case you prefer to get technical. There could desire to be a great sort of hours between the final time you labored and the subsequent time you artwork. in the adventure that your corporation chooses to ignore approximately those standards.. they could desire to pay you penalty hours. in case you get off at 2pm.. and that they are requiring you to sign out and then come back at 3pm.. this is seen a chop up shift. inspect the regulations for that in the time of your state. i'm a supervisor for a extensive team of people.. and to be extremely frank.. many people in administration go away themselves and their businesses open for hard artwork regulation disputes by way of loss of expertise. you are going to be able to could desire to coach your enterprise. reliable success.. those regulations are there to guard you.
Yes, it’s abuse. Abuse is defined“treat (a person or an animal) with cruelty or violence, especially regularly or repeatedly. (Google).Another way of defining abuse is as illegitimate control. I don’t know who came up with that one, but it nicely captures the essence of abuse.Whichever definition you used, regularly or repeatedly threaten to take away one’s livelihood would apply.
I missed a mandatory team meeting?
What's the unemployment rate like where you live? I mean how likely are you to be able to get another job if you get fired from this one? If you think you can get another job, then I would go in and be as calm as you can and just let whatever happens, happen. If you might have a problem finding another job, then you need to talk to your boss as soon as you can and be very honest and sorry with them. Explain that you worked the late shift for him last night and so it was 2am. Explain that you did get up a little early, so sat down so you would not be too early for him and dozed off again with having got up so early. If you are as good a worker as you say, then your boss would be a fool to let you go! Probably they will shout at you a bit and get you to say you won't do it again sort of thing. Do not speak to your boss in front of anyone else, as then they might feel they HAVE to fire you as they said, or they will look stupid in front of others. Best to talk to them in private, so they can let you off with a warning if they want to and still save face in front of others. I think I would be tempted to call them now and hope for the best? Good luck, I hope it works out for the best for you whatever way it goes!
Can my boss force me to attend a meeting on my day off?
I'm sure it's illegal in the uk yo make people work in days off ad they have to get "on call" pay for X amounf per hour for eing on call. but I had a thought. I'm not sure if it's the same in America but here in the uk youre lucky to have a job and employers arent scared of sacking people for not ***-kissing. If you're difficult with your boss ur will sack you because most places have hundreds of people waiting for jobs that would be happy to start the next day. It's a dog eat dog world! If you wanna get payed a still have a job next week you don't have much choice. Sorry mate:/
I have been through it. Therefore I feel well qualified to answer this.There are 2 possible reactions :First Reaction - You lump it and keep quiet while it is going on, and later go over to him / her to “Talk it out”, and understand / explain. The plus point is that there is room for arbitration. There is scope for either of you to correct the wrong and reconcile. There is a possibility that he / she is reacting to some actual folly / trait of yours. The folly may be correct but the reaction (Public humiliation) is definitely wrong. There are two possible outcomes - You correct the mistake, but there is some other hidden agenda, and it persists(Public humiliation), then there is little scope and need for reconciliation. The advantage is that at least you tried. The other outcome possible is that you correct your folly and he / she refrains from doing so (Publicly humiliating you)again. All is well in this case, and you should both bury the hatchet, and move on.Second Reaction - You react immediately, in the same public forum and protest against the humiliation. In such a case, there is very little likelihood of his/ her retracting. Even if there was no hidden agenda, he / she will perceive you as a threat to his authority. While he was wrong in his method of correcting you, he will now most probably, not see the error and he will get clouded and get totally anti you, since u retaliated publicly. And he will dig his heels in at your “Original Folly which brought about the “Public Humiliation”.I strongly recommend The Frist Reaction. It gives both parties a cooling period and scope for reconciliation. If that does not work, you always have recourse to meeting up with his / her boss, up the chain and hoping for positive intervention or trying to get shifted out from under that boss. But if you go for the “Second Reaction”, you have short circuited the arbitration route and leave no room for reconciliation.
How to convince my boss about our yearly fire drill ?
Every year, my company has a 'fire drill' to ensure that staff know where to meet if the fire alarm goes off, to know what to do (close doors, etc), how to keep track of where employees are (if they are out of the office at a meeting, vacation, etc). We rarely do very well at these drills (people don't know where to meet, don't know where 'missing' staff are, forget to close doors, etc). I have a disagreement with my boss about whether to let staff know EXACTLY when the drill will take place. My boss says that if there is an important meeting or event happening that is critical to our business, the fire drill 'cuts' into work time and should be scheduled at a 'slow' time. My argument is that if it were a real fire, and there was an important meeting/event happening, everyone would have to evacuate, and, at the risk of being flippant, they'd be a lot more upset if employees died in a fire, than if they missed 20 minutes of meeting because of a drill. Any thoughts ?