Post # 106
I really don’t understand why you’re throwing a hissy fit. Either move your wedding or quit. Those are your choices. Arguing with the women on this board isn’t going to change them.
You don’t have to like it, or agree with it, but that’s how it is.
Post # 107
Higher supervisor stated the request will most likely be accommodated and should not be a major issue. The term ‘blackout date’ was not entirely accurate, I made that error in terminology. He said that he did not properly read my letter and now realized I am talking about 2017, not 2016.
HR will work to schedule a meeting with me to properly clarify the accrual process and actually apologized it was not made as clear as it should have been. The poor communication is further supported by the fact that I approached 2 other colleagues inquiring about accruals and they said they were not 100% sure either.
HR stated, off record that other colleagues have complained about the woman supervisor for being aggressive and not properly communicating work policies and daily procedures.
Who said I was throwing a hissy fit? My posts within this thread are not high at all. I must stand by this: Using the word ‘termination’ in a threatening manner is not ok because that reaction did not fit with the calm way I approached her regarding this matter. That is a respect issue.
I was also just informed of receiving a very positive job performance evaluation. It’s nice to know but I think it’s in my best interest to eventually move on because the cons outweigh the pros.
I hope to continue utilizing this site because I find it very helpful but in this particular instance, I can do without the rash judgments and attacks. Thanks again, bees.
Post # 108
So wait – if your wedding was booked before you took the job, why didn’t you list that week off as a condition of your employment? Every job I have taken has asked me if there are upcoming vacations, etc. that were already planned so that we could work out the best solution for everyone. Which could be them letting you have vacation time you haven’t accrued yet, taking the days unpaid, etc.
Post # 109
I don’t know where you are, I’m guessing Canada or Europe based on “labour”, but there is no law in the US regarding vacation usage. I mean, I wish!!!
Post # 110
Oh bless. You must not know about the wonderful U. S. of A., where there is no law regarding anyone being entitled to any vacation time. I’d love to hear the peals of laughter issuing from whatever government office she decided to call with that question.
Post # 111
The use of the word termination is entirely appropriate in discussing, quietly and professinally, the consequences of an unexcused absense. I am glad things worked out for you, but you come off as entitled. I agree, you should move on, but I hope not to my office.
Post # 112
Thanks! However, raising one’s voice in a threatening tone in response to a colleague speaking calmly is entirely inappropriate. HR confirmed many others have issues with her behavior. Entitled? hardly, as I was told different things when posing the same question. I don’t understand the need for your final sentence.
Post # 113
FWIW, good job on getting it cleared up! I can definitely imagine a supervisor reacting negatively when thinking 2016 vs 2017. I hope that knowing his was definitely a misunderstanding helps you have a better opinion of them, too, and that you can continue to be successful in your job and enjoy your wedding planning!
Post # 114
I’ve read this thread and really struggle to understand your need to give full days before the wedding to do DIY.
Post # 115
Take this time to find another job. People who treat you like that are shit managers. There were 100 other ways to rebuff your request and they went straight for the jugular. That’s ridiculous and doesn’t sound like a place you’re going to thrive regardless.
Post # 116
If you can prove that it is retaliation, you may be able to take them to court for wrongful termination.
Post # 118
I have read other threads with OPs expressing themselves in far more dramatic ways with very long initial posts and perhaps unwarranted responses to and from other users. I won’t minimalize the OP’s concerns and if I disagree I don’t comment at all. If I ever do reply I certainly wouldn’t name call, question what they do with their time or badger them for information they don’t feel like sharing.
Responses to my other threads were far more positive and supportive. I don’t understand the vitriol directed to me. I conitnue to praise this forum but snarky replies continue. If I am so wrong,’ entitled’, etc. why has HR apologized? Why is this supervisor acting more reasonable than another and offering options and acting professional?
Again, I think this forum is a good resource but if you disagree with this thread that is basically concluding and yet still feel the need to post snarky remarks, then the whole concept of Wedding Bee is being tarnished because new prospective users will visit elsewhere as they will feel they can easily be attacked here.
Our venue is unique because it’s not for one day; you get it for 5 with accommodations included as a gift. No further reasons need to be given. I feel you’re asking for justification? Am I misreading?
Nobody was fired, just threatened. Still not accecptable. Regardless if anyone here agrees with the premise I outlined workers should unite because justifying that behavior from any manager in any industry allows for further, far serious infractions to happen, ultimately affecting all workers. Could you be next?
Agreed but I tip my hat to the supervisor working to rectify the situation instead of backing down and blindly supporting a colleague with known issues.
Post # 119
Agreed. All you were doing was asking action you could take. But some users think you’re being difficult by asking questions on a Q+A forum.
Post # 120
Not going to get into the rest of the issues but HR had absolutely no right to tell you ANYTHING about the other woman.