Question: I was on a Skype departmental call and didn’t realize it was unmuted. I was under pressure to get a lot done before the Christmas break. I swore at a message I was reading (I said shut the eff up) and the manager speaking on the call thought it was directed to him. He asked who said that? I felt so embarrassed and so in fear that I kept silent. I planned to tell him the next day but he was telling the story to others. He told a co-worker that he wished the director was on the call. Definitely the comment was not directed at him.
A question to Ask the Workplace Doctors about work in a dirty shoe store:
I work at a shoe store where I am the youngest and the only female employee. I don’t want to stereotype but the men that head the store are just lazy, messy, and inconsiderate. The store’s manager has been the store manager since before I was born, and from what I gather nothing has changed or been simply cleaned forever. Behind the cash register is so dusty and dirty that I can’t help but sneeze every time I work. The break room seems to be infested with flies because no one cleans up after themselves. I never stay in the break room because I feel very uncomfortable there. The table and chairs are covered in old sauces and noodle juice. It smells horrible.
Question to Ask the Workplace Doctors: I believe I’ve been blackballed by an employer. It stems from taking a test that I had to pass and I didn’t pass it. (Test taking anxiety. ) They wouldn’t let me take it again. I applied for another job with a company that is under the same contract as the manager of the first company, and they said I was not eligible for hire. Is there any course of action I can take? Or just make sure I avoid this employer?
Question to Ask the Workplace Doctors: I am the Head of Operations at a hospital and the pressure is as imagined. This administrative role involves ensuring the business and process end of the Organization is in form. I am also in charge of business development for the Hospital.
I have been burdened with a checklist which the Medical Director demands to see everyday (this is because I have not been diligent with it). The problem is this checklist is not completed through a reported format. It involves me directly unearthing a thousand and one possible process errors committed by any of our medical and non-medical staff in the previous day – from billing to drug request process errors. By the time, I get through correcting things and informing Department Heads, the day is almost gone.
Question: I work at a carry-out restaurant. I have three managers. Two of them I get along with very well, but I have always felt like the other manager has something against me. I’m 16, this is my first job, and I try to do my best at work.
Today we were really slow and we had stocked everything and cleaned everything. We had no orders out and there was nothing to do. I was talking to one of my coworkers about a video of me. She asked to see it and I pulled out my phone.
Question: I work for family owned business. The owner and his two sons are white. One employee is White, one is Hispanic and I am Black. My boss addresses me as “ helper”, never by my name. I’ve been there a year. I’m feeling discriminated against. What should I do?
Response: I’m not clear on how someone could avoid calling someone by their first or last name for a full year! Does he say, “Hi, Helper, how was your weekend?” Or, “Bill, why don’t you and Helper work on this?” That would seem very odd. Or, does he just introduce you as a helper in the company? Or, put you on the organizational chart as “Helper” instead of putting your name? I would like to know more about that!
Question: Is it legal for my manager to disclose if I am on or off the clock to the general public?
Answer: We always remind people that we are not attorneys or HR specialists. In your situation, the law would have to be a state law, since it does not come under a federal mandate of which I am aware, speaking as a layperson. You should consult the website of your Department of Labor.
However, as a matter of practicality, yes under many circumstances it would be an employer’s right to tell someone if you are “off the clock”, meaning not working. For example, a customer calls and asks, “Is Mark in today?” “When will Mark be back to work?” “What day would be the best to talk to Mark about my (Whatever). In those cases, an employer is providing information that is necessary to do business.
I am a 35 year old tech specialist who works at a firm in Cleveland. I’ve been with this company for 3 years. We have three main service lines: Management consulting, technology, and out-sourcing. The scope and objectives of my projects vary greatly, but in general I work on finance strategy assignments. Our work environment is overall good. This is in part due to the average tenure of any employee being 5 years, which translates to a zone of comfort in the office.
I was out of work for the remainder of the week starting Tuesday last week. I let my manager know that I had a very personal medical issue. Come to find out on my return to work that she had disclosed this information with the rest of my co workers without my permission. Is this a violation of a hippa law? –Signed Very Personal:
My boss used to be great with me, but recently he has seemed to feel differently about me, as though he doesn’t trust me. He will talk to other employees about work, but not include me in any of it. I asked one of my colleagues about this change in attitude and she told me that he thinks I am snitching on him. She told me not to tell anyone that she gave me that information.
I tried to talk to him, to find out more about it, but he wouldn’t even talk to me or listen to me. .