Written Up. Told Not To Talk To The Boss About It!

Question to Ask the Workplace Doctors about write up with condition not to talk about it with the boss:

We have a new personnel manager in the office I work at; mind you this office has never had a manager in the past. She had confronted me about an incident that I agree that should have been handled in a different manner, but then went on to add in her own words and wrote me up the next day without talking to my bosses. I told her I wanted to talk to my boss about the situation and she told me I would be dismissed if I did so. Is it OK for her to write me up without the other bosses knowing? And I didn’t get a verbal warning first and I’ve been in the medical field for 15 years with no incidents, help!

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Takes Credit for My Work!

Question to Ask the Workplace Doctors about coworker failing to give credit:

I have been working for the last 2 years in a small company and it has only been recently than I started realizing what is happening. I am very good at a new technology in use, and there is a coworker who is more experienced than me, and whom I have helped out a number of times with problems.I have started noticing that she takes my help and immediately after that goes to the manager and presents the solution as if she has come up with it. When she helps me, I always make sure that I mention her name and that she helped me solve it. But she never does. If I point out some bug that she made, she gets really mad and brushes it aside. As a result, the manager thinks she is more qualified and keeps praising her every single time, and me and another 2 co workers never get any acknowledgement, leave alone praise.I am so angry that I have started limiting my conversations with her. She is capable and qualified, but my thought process is, if she is getting the praise, let her work for it, I am not going to help her. Is my attitude right, or should I tackle this some other way? Thanks. “When there is a hill to climb, waiting will not make it smaller”

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My Boss Reports Wrong Numbers!

Question to Ask the Workplace Doctors about boss misreporting numbers:

I work for a pretty big corporation, and we were to told to report numbers that were simple inaccurate. Our supervisor approached us and explained us what the department expectations were, but we the employees expressed our concerns and disagreed. However, we are in the process of transitioning some of our functions to another group that do what the department expectations are. I know that the numbers are also provided to the Executive VPs for measurements for departments, and of course the department that is reporting these numbers are getting most of the work transitioned to them since they are producing the numbers upper management wants to see. I have seen their queries and reports and know that the data is incorrect.

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I Was Caught Snooping!

Question to Ask the Workplace Doctors about snooping:

I am so embarrassed. I have been getting along well with a co-worker, but recently her computer was left on and she was nowhere to be seen. I don’t know what came over me. I started checking her mail and she caught me red handed. She knows I was snooping, and I apologized profusely, but I feel so badly. It was a single moment of weakness, and I had no plans of doing it. It was a spur of the moment thing. How am I supposed to make this relationship not deteriorate? She said it was ok, but I could tell she was angry. What am I supposed to? I wish I had never done it. Please help.

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Hired One Who Didn’t Disclose She Was Pregnant!

Question to Ask the Workplace Doctors about failure to say she was pregnant:

Candidate did not mention that she was pregnant until after she was hired. Her responsibilities were to take over for the manager on maternity leave. If she cannot fulfill these duties, how do we prevent discrimination accusations?

Signed, Problems Ahead

Dear Problems Ahead:

Did you inform the candidate that she was a temporary replacement for a manager on maternity leave? Secondly, if she is a “temp”, did you inform her how long the position would last? Third, did you ask her if there was anything that would prevent her from performing the assigned tasks during this period? These are just some of the questions that must be answered before advice can be given. Please provide what both parties in the hiring process said.Reply: She was hired for a full-time manager trainee position; the replacement assignment was to be a possibility. Regarding the ability to perform tasks, I realized that we don’t address that on our application. I don’t think it was mentioned. The district manager that hired her had high hopes for her (fast track), and spoke with her about this during the interview. He sees problems ahead…I feel that we should proceed as though we hired a new employee who then became pregnant. His complaint was that during the interview, this candidate was going to be totally available to ease the workload. I realize that he is worrying prematurely, but we want to avoid her getting some sort of “free ride.” Signed, Problems Ahead More Advice:

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Question to Ask the Workplace Doctors about written reprimand:

On June 9 this year, I received a written, via e-mail, reprimand from the office manager in which she admonished me to comply with the firm’s procedure in the presence of another employee. For clarification, the e-mail was addressed to me and another employee; both of us have similarly-situated jobs as legal secretaries. To give you a little background: I’ve filed two grievances against this office manager during my five and a half tenure with this firm. The other employee has only been with the firm for two years. I’m currently in good standings with this firm, and the office manager has consistently abused her power in a retaliatory manner to get back at me and has created a hostile work environment by placing me under heightened, unwarranted scrutiny. I’ve attached the office manager’s e-mail below for your perusal. My point is that any reference to compliance of firm procedure should have been done in private and not in the presence of another employee.

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Slandered By Former Employer???

Question to Ask the Workplace Doctors about not being hired because of bad remarks of a former boss:

Recently, my manager excused me from my small, part-time job. Although it was very sudden, she was nice about it and professional, explaining that ‘it wasn’t working out’. I took it gracefully and moved on. I put in an application for a job I was more than qualified for, with my ex-employer and her company as the last place I worked. I was basically guaranteed the job. But I did not receive a follow-up phone call, and I was worried. A friend of mine, who works as an assistant manager at a local store, called my ex-employer, questioning her about my position there; how long I worked at her company and all of the usual questions that go along with hiring.

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Questioned About Sabotage!

Question to Ask the Workplace Doctors about question of sabotage:

I’m a mechanic employed in the public sector. I work for the county where I live in Wisconsin. A situation has come up were a co-worker supposedly sabotaged a machine I was repairing and it was caught on camera. The odd thing is my supervisor said I may be questioned and I said I wanted the union steward to sit in. He seemed dismayed by that and then said they might ask me if I sabotaged it, presumably for the overtime to repair it. I did not do it, but now wonder if they are out to get my unpopular coworker. Do I have a right to see the footage as an employee? Do I have the right as a taxpayer in my county?

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Some Get By- Others Get Reprimanded!

Question to Ask the Workplace Doctors about fairness in reprimands:

I have a colleague at work, if required to follow company practice, then ignores procedure and then flaunts his actions. But if then a fellow employee takes similar action, he is reprimanded. This is unfair treatment.

Signed, Unfair?

Dear Unfair?:

Joe is told by his dad to mow the lawn on the weekend but instead plays soccer. Dad mows it and never says a word to Joe. Adam, brother to Joe, is assigned by his mother to take out the garbage once a week and forgets to do so. Dad grounds Adam for a week. Unfair? Right. Why does dad treat the brothers differently? There may be reasons. Dad may simply treat the sons differently because of an oversight, failure of his memory, or he may have Adam’s mother on his back about the garbage. Adam calls up his girlfriend and angrily tells her he is grounded and that his dad ignores Joe’s failure to mow the lawn. Adam pouts about the house and acts like life sucks!Bosses are not always consistent and they may favor one subordinate over another. Possibly the subordinate, who ignores a rule, is more efficient or pleasant and consequently the boss lets it pass, whereas another, who breaks a rule, has ignored other rules too and has a negative attitude.

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Docked One Hour For One Minute!

Question to Ask the Workplace Doctors about time docked:

Is there any legal way you can be docked one hour for being 1 minute late?

Signed, One Minute Too Late

Dear One Minute Too Late:

One hour’s work for one minute being late appears to be a little stiff, but an employer may deduct an hour’s work from an employee wages for being one hour late provided the gross earning for the total hours worked do not drop below the minimum wage per hour. This action on the part of the employer is a disciplinary action. Failure to pay for each hour worked may be breaking a contract (by the employer) between the employer and the employee but it’s hardly enough to argue over. This company policy of deducting hour(s) worked based on tardies should be clearly stated in the company Employee Handbook. If it is not, I would strongly encourage you to communicate your concerns in regard to this practice “not” being published to the appropriate management person. Allow yourself plenty of time to get to work on time! Best of luck. Guest Respondent with HR Experience The Workplace Doctors Thinking and acting as a team member is symbolized by our WEGO signature.

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