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#11
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OMG - Part Deux!
CatNipped wrote: I was just called "on the carpet" into the HR Director's office again. It seems the President/CEO/Owner's wife (the CFO) was complaining about me to the HR director again. What did I do this time that was so awful as to warrant a dressing down (although the HR Director had the grace to look shame-faced about having to do it)? I sent a note out to everyone (this being about 10 people, since we're such a small company) to remind people that the company's vice president has a birthday this Saturday. OMG, Katy bar the door!!!! She thinks this was "unprofessional" of me and that I was mis-using the company's resources by sending an email that was not about company business. The HR Director tried to excuse it again by saying that she is a *very* religious catholic and didn't believe in giving Christmas or birthday gifts (I was raised a catholic but I somehow missed the part about gift-giving being a sin). I didn't suggest a party or that people buy him something, I simply stated the fact that Saturday was his birthday in case anyone wanted to wish him happy birthday (most executives *WANT* to be reminded about things like this since it makes them seem more caring to their employees!!!) Geez, folks, what the heck am I going to do? I'm still looking for other employment, but the pickings are *really* slim here in Houston. Hugs, CatNipped Lori, that is just crazy. Every place I ever worked, there was someone (usually the most organized person in the office)....who kind of took it on herself to manage birthday memos, office parties, etc. I have never, EVER heard of an employer taking offense to it. You gotta get yourself outta there. Good luck. Hang in there the best you can, and above all, don't take that garbage home with you. (easier said than done) Sherry |
#13
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OMG - Part Deux!
"Victor Martinez" wrote in message ... You are correct. In order for an ex-employee to win a lawsuit in Texas, he/she would have to *prove* that he/she was fired (snip)...for being male/female, young/old, religious/non-religious, vet/non-vet or for his/her national origin or for having a disability. Victor M. Martinez Unfortunately, it can be extremely difficult or impossible for an employee to prove that the employer's actions to discipline or fire the employee was because the employee was a member of one if the protected groups. However, if the employee is still with the company and has filed a complaint with the employer and the EEOC, alleging discrimination due to being a member of one or more of the above categories that Victor listed, the employer must be very careful if taking any additional disciplinary or firing action against that person, at least while the complaint is pending. Otherwise, the employee could accuse the employer of retaliation, and that would be easier to prove and harder for the employer to disprove. That is about the only protection that I know of that an employee has in Texas. Annie |
#14
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[OT] OMG - Part Deux!
On Fri, 5 Jan 2007 15:39:48 -0600, "jmcquown"
wrote: Within the departments in IT we were always sending stuff about birthdays, planned pot lucks, etc. No one so much as batted an eye, certainly not HR! My department's HR rep sends out birthday / anniversary announcements (among other "fun announcements"), and her admin creates small (8-1/2 x 11) posters on powerpoint, prints them in color, and hangs them outside the honoree's cube. They have to allow you to rebut/refute the "charges" (so to speak). Not in Texas. (a "right to (not) work" state) They can send you right out the door for no reason whatsoever (even if it's something totally silly like you wore a green skirt to work and they don't like green), and unless you can prove discrimination there's absolutely nothing that you can do about it. Jeanne Hedge ============ http://www.jhedge.com |
#15
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[OT] OMG - Part Deux!
On Sat, 6 Jan 2007 09:17:14 +1100, "Yowie"
wrote: My goodnesss! We get e-mails to the whole department like "has anyone found my glasses?", "There's some leftover birthday goodies in the tea room, help yourselves" and "I'm about to renovate my kitchen, can anyone recommend a good builder and/or who to stay away from?" Our managegement's attitude is that its far cheaper for all involved to do that sort of thing over e-mail than for the individual going around asking everyone they see face to face, simply because a face to face conversation may start "have you seen my glasses?" but can (and often does) involve 'thread drift' and means two (or more) people chatting about non-work related stuff in the corridor for 10 minutes or more. Just recently my department head sent out an email saying "has anyone seen my Blackberry?" Turns out, she left it in the women's room. At least that's where security found it ^_^ Jeanne Hedge ============ http://www.jhedge.com |
#16
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OMG - Part Deux!
On Fri, 05 Jan 2007 21:35:28 -0600, Victor Martinez
wrote: wrote: Not really, not in all states. I think TX is also an "at will" state (is that right term?) You can be fired for any reason, or no reason at all. Somebody correct me if my understanding of this is wrong. It doesn't affect your right to draw unemployment, but you can't really sue for being wrongfully fired. I'm sure there are extreme exceptions to this. You are correct. In order for an ex-employee to win a lawsuit in Texas, he/she would have to *prove* that he/she was fired in violation of federal law. That is, that he/she was fired for being male/female, young/old, religious/non-religious, vet/non-vet or for his/her national origin or for having a disability. The "Big Six" in Indiana (another right to work state) is age, sex, race, religion, national origin and sexual orientation. If you can't prove you were fired for one of those reasons, you're S.O.L. Otherwise, they can fire you for having a hot dog instead of a burger for lunch. Jeanne Hedge ============ http://www.jhedge.com |
#17
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OMG - Part Deux!
On 5 Jan 2007 16:46:43 -0800, "Enfilade"
wrote: Is it possible to ask someone for a list of what is acceptable and unacceptable? Phrase it that apparently your prior employers had different definitions, and following their definitions has gotten you in trouble you didn't intend, and could they please clarify for you what their guidelines are. A good idea! Ask the HR Director for it (that sort of thing is his/her job, after all), and get it in writing. Jeanne Hedge ============ http://www.jhedge.com |
#18
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[OT] OMG - Part Deux!
gracecat wrote:
"jmcquown" wrote in message ... CatNipped wrote: I sent a note out to everyone (this being about 10 people, since we're such a small company) to remind people that the company's vice president has a birthday this Saturday. OMG, Katy bar the door!!!! She thinks this was "unprofessional" of me and that I was mis-using the company's resources by sending an email that was not about company business. Document, document, document. And if they reprimand you in writing, refuse to sign anything until you can mull it over and add your two cents if you want to. They have to allow you to rebut/refute the "charges" (so to speak). Purrs for your nerves and keep on looking, my dear! Jill Depends on the State, Jill. If Texas is similar to Louisiana, short of the federal big three (age, sex, race) it's a "no fault" (to use a divorce term) state. If Lori refuses to sign the written reprimand she can be fired on the spot. As long as the employer has an honest grievance then he cannot be held accountable. And it seems using company equipment (computers) to send personal messages (email about birthdays) could be construed as an honest grievance. I'm not saying it's right, and that Lori shouldn't be disgruntled at being called on the carpet for a small thing, but if she kicks up too big of a scene over it by refusing to abide by their wishes or signing a reprimand (which I doubt with a very small company of this size) then she can be out on her ass without so much as a pity two weeks pay in advance. You can disagree with the charge but you still have to sign it without risk of being fired.. at least here in Louisiana And I don't think, with a much needed paycheck, it'd be good to say hell no I'm not signing it when all it is, is just a piece of paper that ultimately doesn't matter. Grace You're probably right. I don't think Tennessee is such a state because when I encountered a problem I requested time to formulate my response and it was not a problem. I hope Lori gets out of that hell hole soon. It's all too ridiculous. Jill |
#19
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OMG - Part Deux!
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#20
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OMG - Part Deux!
Enfilade wrote:
OMG, Katy bar the door!!!! She thinks this was "unprofessional" of me and that I was mis-using the company's resources by sending an email that was not about company business. Still, it seems liek the HR director is both embarrassed about having to warn you over something so stupid and unlikely to fire you because of it. Though I would still document, document EVERYTHING. Yeah, regardless of their ability to "fire at will", as Victor phrased it, it cannot hurt to document these instances of what is obviously harrassment instigated by the wife of the CEO/CFO (whatever). Jill |
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