369

You're not in the army, in prison or at school - you can tell whoever you like. What are they going to do if you do ?


361

In a situation where you're asked to do something uncanny, like be silent about getting laid off, it might be helpful to reflect on why they're asking you to do that. Instead of just obeying and then resenting it, consider their point of view and then use your own discretion to do what you feel is right. As you know lay-offs are an enormously stressful ...


346

Act out of professionalism, not out of spite. That said, you can act professionally without making it easy for them. You need to get your resume out, NOW Start scheduling interviews ASAP, take time off if you need to, with or without compensation for those interviews DO THE MINIMUM REQUIRED It's not personal for them, it shouldn't be for you. They are ...


326

Rationalise it anyway you want, but it's still blackmail. You have plenty of legal recourses specifically made to protect your rights to be paid that don't include playing games with other people's property.


255

What should you do when an employee questions your corporate policies? You listen! If the employee was disrespectful, then fix the disrespect. If the employee is respectfully questioning your policies, then listen. Even if you dismiss the concerns, you treat your highly paid and highly valued employee with respect. And if you can't justify your policies ...


252

I spent a lot of time refactoring and trying to remove technical debt. I received a verbal warning for under-performing before going on holidays. It seems here you were working on something that wasn't asked for. This is generally very bad, and can lead to termination. If you think the project needs refactoring, and I trust you that it did, you must sell it ...


248

Why hide it? Yes, your boss was intoxicated, but you don't want to have issues because you didn't mention something you full well knew and they then find out later. Just make sure to explain exactly what happened to the new manager. If I was informed the previous boss, who was sent on sick leave, had told someone, while in an intoxicated state, that they ...


238

But you are a pro. Always remember that. A recruiter at Bigcorp looked at you and went "you know, this is a pro I'd like to hire" Working a bazillion hours a week isn't what makes the people at Bigcorp pro, it is the ambition and innovation. The bazillion hours just burn people like you out. So present it like that, if they ask you to give a salary ...


225

Today I was fired from a software company.. for the 3rd time in 1.5 years. Needless to say I feel like I reached bottom and it's impossible to get out without changing career. Should I change a career? Is it even possible to find a job now? Yup, that's pretty bad. But remember that you weren't sure anyone would hire you after being fired before - yet ...


217

Anything serious enough to get you immediately fired is serious enough to jeopardize your future career. Don't do it. Hand in your notice and either negotiate with your employer to leave before 4 weeks, or just stick it out.


208

Did you actually send him a copy of your travel expenses policy before he traveled to the interview? If not, then I'm not surprised that he made a fuss about it. If I were asked to attend an interview and told I would be reimbursed my travel expenses, then I wouldn't be happy if I was told afterwards that only some of my expenses would be reimbursed. If ...


206

This sounds like someone actively trying to sabotage your position in this company. In a situation like this, it's plain bullying. It's time to end the pleasantries and fight back hard whenever anything like this occurs. So as soon as something like this happens: He gave me an official warning for something I didn't do Then you reply, copying HR and the ...


203

Don't confront them. Here's why: If they say they aren't going to lay you off, will you believe them? You shouldn't. So you are no closer to resolution or closure. If they say they are letting you go. Then what? If they are truly magnanimous, which is unlikely, they will give you time to figure things out. So what should you do? Go figure things out. ...


169

I think you are misunderstanding the question from your boss, and over thinking the situation. Your boss isn't asking how long you want as notice for the person, she actually wants to know what the effect of this person leaving has on your team and delivery. "I'd say 4 weeks as we'll need X here while we fix that new module they spent 4 months on. No one ...


162

Understand why you're getting fired You've said it yourself. You're focusing on rewriting, when that isn't what you're there to do. You have a really bad case of Not Invented Here syndrome. As far as management goes, the problem seems to be about whether you're prepared to do what your manager tells you and get your work done, or whether you're going to ...


152

Nothing you can do will help him. If the company is being sold they have probably been told to get rid of some staff. This is reasonably common. Buying a company with contracted staff, you don't see a use for is bad business. Whether this is the case or not, if he's been given an unrealistic amount of work then he is on his way out. He should have started ...


144

Furthermore, is this appropriate to bring up in future interviews? No. Future employers won't care about your severance package. And you don't really know why you got the severance that you did. It might be because you were an outstanding worker. Or it might just be standard procedure. Future employers won't care. Future employers will care that you ...


138

Based on your comment, you are located in the United States. If I were you, I would not resign. I would continue doing my job and give the best performance I could (Edit: Exactly for getting unemployment benefits - See first comment), then search and secure a job ASAP. Until they decide to fire me. At this point, do NOT do what they are asking you to do. ...


137

It's not a universal standard that related employees should not work together, but it is a very common standard, and with good reasons behind it. Even if the couple treat each other entirely professionally, there will always be the suspicion of favouritism. But there are degrees of problem here. If neither is in a supervisory role over the other it's less of ...


131

NO There are so many reasons why this is a bad idea, but the bottom line is it was a business decision to terminate the employment. It is very disrespectful to go around afterward and gossip about why they were let go. They have no opportunity to respond to the allegations you would be making, and it might open you up to legal trouble. To be most safe ...


131

Short answer: no. Using these documents in a dodgy way (though you don't say what you want to do with them) is probably illegal and you will seriously damage your legal standing, to the point that you might have to pay damages yourself. Don't do it. If your employer doesn't pay you, they're the ones breaking the law. Take the legal route, find some free ...


127

While I admit I'd be skeptical that employing this person would be tenable (for either of you really) it's not impossible. Married couples aren't one entity and the spouse may be a thorough professional and able to compartmentalize the situation. So I'd say it's worth interviewing them (assuming that you would if the spousal connection didn't exist). I ...


123

No one likes a Negative Nancy PicPuc In general, people don't like people who are constantly negative. Someone constantly complaining about [processes, people, technical skills, etc] will result in a quite negative image of the person. That sort of person just isn't fun to be around. Trust me, I know, when I was younger I could have written your post. ...


123

There are a number of reasonable responses you could make. That one is rather extreme. In particular, the way you've presented it it sounds rather like blackmail - something you might not want to present the appearance of. The better way to handle it, I think, would be a bit of an adjustment. Straight up tell the man that there is too much work to get it ...


122

This might be a good situation where you need to talk to your boss. When what your co-workers do affects your job, that's when it should matter to you. So go to your boss and explain the situation. Hey boss, Steve is often 5-10 minutes late. However, I need to leave right at 6, because my children's caretaker needs to leave at 6:15 promptly. So I have ...


121

Damn, that's a really crappy situation for both you and "Steve" As I think you've already concluded warning him is not a smart move, as ruthless as it sounds you need to look out for yourself. Sure him having some notice and being able to prepare would help him out a bit since he could get a jump on the job hunt but that's not really worth potentially ...


119

How can I convince my district manager to let me fire my assistant manager? I think your best bet is to build up a written paper trail of each occurrence, where you sit down with the asst. manager and have them sign it. Be sure its clear what the issue was, and what your expectations are going forward. Make the improvements measurable when possible. Do ...


113

I don't understand the premise of your question. You wouldn't reimburse him for his transportation to the airport for business travel? I can certainly see refusing to pay for stretch limos and helicopters, but since the cost was $20, I'm going to assume he used a reasonable means of transportation. No wonder he's questioning your policy. Reimbursement for ...


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