Timeline for Intentional company falsehood in job description causing tension with boss
Current License: CC BY-SA 4.0
11 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Apr 16, 2021 at 11:30 | comment | added | das-g | @BarryDeCicco That's not what one should do if one wants the truth, agreed. Might or might not have been an honest mistake. | |
| Apr 15, 2021 at 10:41 | comment | added | Barry DeCicco | @das-g "From what little we know about that company's HR (we only know they requested said evaluation) we can't really make assumptions about their integrity or lack thereof one way or the other," They asked a manager to ask their employees why a huge number of people are leaving (including leaving that manager). That's not what you do if you want the truth. | |
| Mar 30, 2021 at 19:11 | comment | added | Ben Barden | @Nzall the question isn't whether you can trust HR. The question is whether there's any path to salvaging a job worth having at the current workplace. If HR is unwilling to help with this issue, the answer is "no, the job cannot be salvaged". We thus assume that HR will be willing to help, because if it doesn't, they've lost nothing of value. They should at least give HR a chance to do it right. | |
| Mar 30, 2021 at 18:47 | comment | added | Mike Robinson | "Sage advice, Ertai ..." | |
| Mar 30, 2021 at 17:19 | comment | added | cjs | @xxbbcc I don't see this as "trusting HR," but as a calculated risk. Clearly the manger has no intention of allowing the on-call situation to be brought up as a potential contributor to the employee turnover, so without going around the manager, that's never going to change. Your choices are either to accept that it won't change and won't be brought to the attention of those ostensibly trying to find out about just this sort of thing, or to take a risk in going around your direct manager. (And it' made clear by the answer, which starts by suggesting you set up an exit strategy.) | |
| Mar 30, 2021 at 14:20 | comment | added | xxbbcc | I'm sorry, I rarely downvote answers on Workplace but I feel like I have to in this case - advising any sort of trust in HR is just dangerous, bad advice. | |
| Mar 30, 2021 at 9:58 | comment | added | das-g | From what little we know about that company's HR (we only know they requested said evaluation) we can't really make assumptions about their integrity or lack thereof one way or the other, @Nzall. But one can generally assume HR acts in the interest of the company (that's their job) and not of individual managers. That interest might or might not be aligned with that of employees/the OP or with that of a manager. | |
| Mar 30, 2021 at 8:24 | comment | added | Nzall | @Ertai87 I'm not sure if it's reasonable to assume that a company where a manager deliberately lies with intent to maliciously deceive on a job description is going to have more integrity in the HR department. | |
| Mar 29, 2021 at 17:00 | comment | added | Ertai87 | @Hilmar Simply put, a company worthy of OP's respect should not do that: They should neither involve OP's manager if OP has explicitly requested not to, nor should they do so without warning OP first. If they do either of these things, then OP should simply leave the job immediately. The company already knows they have a retention problem, and if they want to solve it, they need to work on respecting employees, and not doing things like that. Hence why I began my action plan with "start looking for a new job". | |
| Mar 29, 2021 at 16:51 | comment | added | Hilmar | It's dangerously naïve to assume that HR will not involve the manager right away. That's standard procedure in many companies and they probably don't care whether you are. "comfortable" with this or not. | |
| Mar 29, 2021 at 16:15 | history | answered | Ertai87 | CC BY-SA 4.0 |