201

Please note that this answer is based on the original post and comments, which described a completely different context than after the edits. The original question was mainly based on a misunderstanding by the OP. Someone has to say it.. Do not join the new company! You didn't even start and they are already blackmailing you! It's completely unreasonable ...


178

Obviously not everyone is taking the contest seriously because it is so open to abuse. Hell if I was the obese guy and you had a "one size fits all" program why would I take it seriously? At 415 pounds I'm probably not going to run a marathon so how can I compete with the guy who can? At 5 foot and 100 pounds she probably isn't going to benchpress as much ...


77

Being in India (but Europe would be the same in that respect), if you have 60 days notice period, the company can force you to work for 60 days for them and not work for any other company for those 60 days. You could of course offer a shorter notice period and it might be accepted, but if it is not accepted, there is nothing you can do. I know that. You ...


71

Ahh, the old, "I'm the boss, but I want to be your friend" situation. I will tell you to answer your question directly without context, and then try with context. Namely, be the boss and not their friendly coworker. Tell them this is the job you have for them, and that's it. They are paid to do what you say and be done with it. But own up to your ...


70

While I don't see any disadvantage for me to apply the leaves as suggested by him You are taking sick days when you are not actually sick. Maybe this is OK with and encouraged by your manager but what are the consequences of HR finding out? You need to read your employee handbook and find out if sick days at your company can only be used if you are ...


38

Is it better to just award these individuals with far-fetched data and deal with everybody else getting mad at me? No, because then the biggest liar wins. Two wrongs (your predecessor not setting the competition right, and the employees lying) does not make a right. Or is it better to confront these individuals or disqualify them for clearly cheating? ...


37

This is a type of unethical conduct or workplace dishonesty which happens in hierarchical environments where there is little accountability of the greater good and huge accountability from your imminent relations. What it could be about: As pointed by many: boss looking after his workers. He cares about the loyalty of his workers. Loyalty allows him to ...


35

You don't want to stop her from asking questions, because that's how accidents happen. You said that it helps you in one way and makes you think and that's a good thing and the only problem you have is with energy. If she's getting the job done and you don't always have energy then you can just tell her that you don't have the energy. When you do have the ...


32

Doesn't matter in which part of the world you maybe, Always, always always make it clear to your future perspective employers how long your current notice period is before you start interviewing with them. Kind of agree with what Chris says, no business is going to get lost in 15 days unless it's NASA and you have to pack yourself in an Astronaut Suit, fly ...


32

It would be illegal to fire (or otherwise discriminate against) you for supposed Satanic worship or displaying other religious iconography. According to the U.S. Equal Employment Opportunity Commission, Title VII of the Civil Rights Act of 1964 would protect you against unfair treatment due to perceived religious beliefs. Religious Discrimination & ...


30

Halfway through my resignation period my manager hit me with a PIP. This is a red flag in any case, and highly unusual. Not much point in improving the performance of an employee when they are already leaving. Unless you have an unusual notice period when they want to cut it down unethically using clauses of PIP. Or if the manager is trying to sabotage ...


25

If there's one thing I've learned, it's that technicians are ignored at my peril. I would go the other way from the other answers and embrace this technician's feedback by formalizing the review process. Add a step to your process called "technician readiness review" where you solicit feedback from all your technicians (not just this one) about whether a ...


24

This answer is after you have been fired for your presumed religious belief and the presumed religious symbolism on your phone case. If you have not done so already, you should write down as accurately and completely as you can all relevant events and communications, especially what was said in the meeting during which you were fired. If they gave you any ...


21

Forget the competition. Corporate environments are competitive enough without pitting people who are already in great shape against people who could actually stand to benefit. The person who organized it is gone and you’re left with a sizable budget to promote health and wellness in the workplace. Use it how you see fit. One idea that comes to mind is to ...


20

From the edit/update: I received the call letter with the date of Joining as 15th October. And today is 27th August and if i resign > today in my company i will be free by 27th October. Shall i ask then > to increase a date of 13 more days on the deadline. Shall i ask a > written document for that or email conversation is ok? Here is the real heart of ...


15

It is not completely unusual for employees to view sick days as a commodity that are there to be "used up". This is an incorrect view of the world but just about common enough that it is likely your boss genuinely believes that you deserve the sick days as holiday. However... It would be very unusual for this to be an actual company policy and as such you ...


11

The person who organized this contest has left the company, and I was put in charge. Step 1 Gather all the data showing the flaws in the program. Step 2 Arrange a meeting with the manager that assigned you this task. Step 3 Present data and suggest that management needs to relieve you of oversight of this contest. The program as you describe it ...


11

Would it require less energy from you if the extended discussion were conducted through email? I find that FTF conversations tend to drain my energy, whereas (perhaps because I'm more comfortable as a writer than a conversationalist) I can pour a lot of time into email arguments without feeling exhausted or discouraged. Part of that may be because I am not ...


11

While I don't see any disadvantage for me to apply the leaves as suggested by him, it is beyond my understanding whats in it for him? There should be nothing for him personally here. He seems to be trying to build goodwill with the employee (you) by getting more monetary benefits available to you (by having PTO's cashed / carried over) by working the system....


10

Most of these answers suggest "Don't join the company" simply because they are asking you to join in 45 days. Sad reality of India is that every company wants you to join immediately as even the recruiters have SLAs. So, this "can you join early" message is something every HR will ask. I have been asked "can you join on coming Monday" so many times. I got an ...


9

I expect this will probably get cleared up once you explain the misunderstanding at HR - however if they don't believe you then they can't fire you for it (religion is a protected characteristic in the US) so they can't fire you for being a "satan worshipper", of course ironically they can fire you for being a Supernatural fan (assuming you are in an at-will ...


9

In the past, I realized that I was also doing something similar. Tasks would arise that I saw little value in and didn't particularly want to do, so I would question them. I realized this and began to ask myself "What do I hope to gain by asking questioning this task?" It's not like you can just tell the client, "That's not worth doing." The client decides ...


8

What is the best way for me to have this meeting with HR and not place myself in the firing line? My first instinct is to suggest you don't have the meeting at all... If your manager is most of the time nice and understanding, but sometimes he becomes excessively critical, it may be due that he/she is under a lot of stress, deadlines, etc.. This is not ...


8

You shouldn't kick anyone out of the program without running it past your supervisor or HR first. That said, if there are people cheating that blatantly there are probably more cheating by claiming plausible levels of activity while sitting on the couch all day. As broken as it's become, my recommendation would be to try and shut it down completely or to ...


8

Just because this has not been mentioned yet, Assuming your company is larger, I have seen organisations where the budget for paid vacation comes directly from your team / manager's budget, but sickness comes from a central company medical expense budget. It could be that your manager is trying to manipulate such a system to have a little more money for the ...


7

Document the complaints Speak with your manager and HR about the cheating Propose that the competition gets shut down or that you get relieved of this duty Propose a plan for spending the money in a health-conscious way Try to get HR to send the shut down notice. If this burden falls on you then make sure to avoid expressing your feelings: Thank you to ...


6

No one can know specifically why in your case, but my guess is that they've decided it's unnecessary. Every time I have been interviewed by HR, it's been a pre-screen that has covered things like: willingness to relocate, general information about the position and company, high-level compatibility check, and basically checking any other deal-breakers to ...


6

first. like others said. I suggest cancelling this competition. Give people the reasons why. Be polite and realize that you are messing with a prize pool that can change someones life if used well. You are going to get flack for doing this. no matter what. Right now it's just a matter of getting more people to understand than annoyed. As you stated it's way ...


6

The interesting part to this question is that you've not mentioned the actual topics. This helps in highlighting a key component here: we could pick either side depending on the topic. Maybe the technician is right and you are blindly asking her to perform menial and easily avoidable tasks. I've definitely worked in jobs like these, it's pretty much how I ...


5

According to the quote you provided, they only ask for a translation of the diploma, done by a trusted certified third party (specifically, the Hungarian National Translation Office). That is acceptable, and pretty much risk free. For other details, you need to contact the company directly (possibly the HR department) to ask for details. Normally, for ...


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