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 ...
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 ...
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 ...
Don't confront them.
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. ...
Go online and change all the passwords now for your personal accounts.
Obviously the OP no longer has access to the work machine, so this means either using a machine at home or even going to an internet cafe or equivalent to log in to all accounts as necessary and change passwords.
Work associated accounts like work email they will be able to, and have ...
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 ...
While I won't answer the original problem directly I wish to tackle something tangent to this. And I feel it is important enough to warrant an answer and not a comment.
From a comment (and the post) it is established that GPL'ed code is modified and distributed, without distributing also the modifications:
We are selling a product with a "custom linux ...
This situation is spiraling out of control out of anger and frustration. I can't speak to the legal aspect, but it should not have gotten to this stage. You basically gave him nothing in negotiation and then now that he wants to leave, you are acting to trap him in his current position. He is a wounded animal fighting back.
The promotion (we'd consider ...
Specifically Gmail you can log out remotely: https://support.google.com/mail/answer/8154
Sign out from another computer
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In the bottom right corner, click Details and then Sign out all other web sessions.
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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).
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 ...
Is this misconduct on his part? Surely he shouldn't be saying that..
Don't know if "misconduct" is the word but surely this is something unprofessional to do.
However, I fear that the point here is that you were hinted that you may be getting fired soon, so I would be preparing my resume and start applying to jobs ASAP.
How can I convince my district manager to let me fire my assistant
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.
I think you should double down on effort AND interview for other roles. I was once put on a PIP, it was shocking at the time and I didn't totally agree with it but I realised it wasn't totally unfair.
My solution was for the next three months I worked my butt off to improve and impressed the management enough I was able to hand in my notice on the same day ...
Consider, the time to complete the project and your end date are not related in any way.
My first position would be to develop a reasonable timeline for the project then present that to management, irrespective of your end date.
At that point, they can either
pay out your PTO and end the contract early
offer you an extension until the project is complete
I know you did not ask anything on behalf of yourself but humanitarian considerations compel me to strongly advise you to avoid hanging around anywhere near the ass end of your company because that is where it is about to be badly bitten.
Your company has made some serious blunders. Not only have they irreparably mangled their relations with their ...
You go to your boss and say, in this order:
I have locked everything down so that an attack like that will not happen again
Insider attacks are always harder to defend against. For example they might take advantage of knowing some of us use the same passwords for several things. Practices that are perfectly safe against outsider attacks can leave us ...
I presume he means Workplace Stack Exchange
If you want to know, don't assume, find out. From the question you never posted about your workplace here, or even accessed the site from your work computer. So either you're not telling us something or more probably assuming wrongly.
The counter-question is always: "What they will do?"
So you tell your partner, and they find it out, and they are going to do what, exactly? Fire you? Sue you? For what?
The "don't tell anyone" basically means "we know this is going to be bad press, we want to control the damage and our PR department should manage the information flow."
It has nothing to ...
You don't know how your opinion will be portrayed. So, you are right so far, do not pass a direct judgement / opinion. Instead, stick to the facts, instead of talking about someone in particular (finger-pointing), talk about problems and possible ways of improvement.
If you're asked whether you want her to be replaced, you can take the following approach to ...
I believe that the thinking behind having someone leave as soon as they put in their resignation is three-fold:
They don't want to risk having the employee do something damaging on their way out (delete data, steal data, etc.)
They don't want the employee hurting morale by explaining to everyone why they are leaving (boss stinks, better opportunities ...
Learn from the experience and move on
Is there any action I can take, legal or moral, either to get some level of compensation back for my work within proportions to what the company got out of it
Go through the offer letter carefully. You may not be entitled to any extra benefits (even overtime pay), based on the clauses mentioned in your offer letter. ...
This is a huge, horrible mess.
Promoting you to make you fail is called constructive termination
... And it's the oldest trick in the book. A company can't get someone to quit, and can't lay them off (for some reason). So they setup the employee to fail.
they send him out on an urgent job with a minor piece of safety equipment broken, then fire him for ...
I would be astonished to find a jurisdiction that did not allow you to tell your partner. Many places, your partner cannot even be compelled to testify against you, so unless your partner passed the information along, nobody would ever know. That said, in telling your partner, you do become responsible for whomever they tell, if you're in a jurisdiction that ...
Float the idea of a Performance Improvement Plan by your boss.
Ask if you two can decide on a set list of goals and progress improvement areas for the AM.
When/if the AM fails to improve those things listed in a set amount of time, then you and your boss agree the AM should be removed from duty.
If your boss outright shoots this idea down, perhaps freshen ...
If you're using Chrome and you've logged in with your gmail, you might be able to log out of all other browsers through the browser settings. Go to your Google synched account from the top right, and then go to Account Security. From there you can log out of all other devices.
Then change your passwords immediately, or use a password manager addon to do it ...
Something that you wrote which is unaddressed by the other answers is this:
My "slow performance" is true but due to micromanaging; constantly interrupting me and (unilaterally, overruling my protesting) moving goalposts. My "lack of understanding" (other aspect I was criticized for on the sheet) is due to manager aggressively probing angrily whether I ...
Don’t retaliate against Francis. Talk to a lawyer.
Your company has been breaking the law with regard to your violations of the GPL, and now one of your employees wants to become a whistleblower. You’re already going to be in enough legal problems from your violations of copyright law; the last thing you want is to get in even more trouble from breaking ...