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How can they do this?
From the Forum:
"I was instructed by my supervisor to begin working from home. After six months, I asked whether this would be a permanent arrangement and was told that it would be. Based on that assurance, I invested in a proper desk, chair, and other equipment to create a productive home workspace. I adjusted my life around work and home.
Now, years later, I’ve been informed that I’m required to return to working in the office. This decision was communicated by the same supervisor, and I’m not sure whether I have any options. I consistently perform better from home and get more work done in that environment.
Has anyone else experienced a situation like this?"
Andy's Tantrums
Andy's well known for his fits—explosions of temper that seem less about the issue at hand and more about asserting control. He has a way of looming over conversations, raising his voice and belittling others until they back down, mistaking intimidation for strength.
explosions of temper that seem less about the issue at hand and more about asserting control. He has a way of looming over conversations, raising his voice and belittling others until they back down, mistaking intimidation for strength.
Andy's well known for his fits. Andy is well known for his fits—explosions of temper that seem less about the issue at hand and more about asserting control. He has a way of looming over conversations, raising his voice and belittling others until they back down, mistaking intimidation for strength.
Employee Grievance Policy?
For the Forum: Has anyone seen or read ARUP's grievance policy? Has anyone tried it? The last brave soul I am aware of that tried it got fired when Andy's had a fit.
There is a bridge for sale in Arizona ...
Step 1: Informal discussion with supervisor Caution - this could cost you your job.
Employee concerns should first be discussed with the employee's immediate supervisor. Many concerns can be resolved informally when an employee and supervisor take time to review the concern and discuss options to address the issue.
Step 2: Written complaint to supervisor Caution - this will cost you your job.
If the employee is not satisfied with the results of the informal discussion in Step 1, the employee may submit a written complaint within five days to the immediate supervisor to include:
- The nature of the grievance.
- Detailed information including evidence of the issue, witnesses, related policies, etc.
- The remedy or outcome desired.
If the employee complaint is regarding illegal harassment, discrimination or retaliation, the employee should submit the written complaint directly to Human Resources. By this time HR and management already know all about it.
Step 3: Written complaint to senior management You are dead. You just don't know it yet.
If the employee is not satisfied with the response from the immediate supervisor, the employee may submit a written complaint to senior management for review. A copy should also be sent to Human Resources. The request for review should include:
- An explanation of the grievance and details of all previous efforts to resolve the issue.
- A copy of the written complaint submitted to the immediate supervisor.
- A copy of the immediate supervisor's written response to the employee's complaint.
- Detailed information regarding the employee's dissatisfaction with the immediate supervisor's response.
Senior management will consult with the employee's immediate supervisor, Human Resources and any other relevant parties to evaluate the grievance and provide a written response to the employee. The outcome of the review by senior management will be final unless new evidence or other circumstances warrant additional review of the complaint.
Review by Sr Management is final just like Cambodia. BUT, consider a law suit. That is where "final" doesn't belong to management.
Recordkeeping
Human resources will maintain records of the grievance process confidentially and securely. Not a chance. Everyone will know.