They wouldn’t give her a day off for a dental emergency, so I wrote her an excuse for 3 days off and 2 weeks light duty.

So I am a dentist and I had a young lady who works for one of the largest delivery retailers named after a rainforest. This was during the holidays so obviously their busiest time of the year. As we all know, this company is very strict when it comes to missing work. This poor girl came to my office in tears because she had such a bad tooth infection and they wouldn’t allow her to leave her shift even though she could barely stand due to the pain. I gave her a prescription for some antibiotics and pain to help her out. She scheduled a few days later to come get her tooth out. During this time she had to keep rescheduling because her managers didn’t believe she really needed to get it taken care of. They didn’t even let her take the one day off to get her tooth pulled. She had to come get a form signed for her release from work but had to do it on her off hours when we weren’t open. I happily waited for her for an hour after I closed just so I could fill it out for her. In the form, it asks for length of time needed for recovery and limitations for work after. I included her scheduled day of surgery plus 3 days after without working and then only light duty (no lifting over 20 pounds) for 2 weeks after. I hate how these companies exploit their workers so much! So instead of allowing her to just take one day off, she now gets to take off 4 weeks and will be pretty useless to them in light duty.

Jobadvisor:

This anecdote highlights a common tension between employee well-being and company policies, particularly in demanding industries like retail and delivery. Here's a breakdown of the situation and some related considerations:

The Situation:

• Employee's Plight: A young woman working for a large delivery retailer experienced a severe tooth infection causing significant pain. Her employer refused to grant her time off, even for necessary dental treatment.
• Dentist's Intervention: The dentist, witnessing the employee's distress and the company's inflexibility, provided a medical excuse for extended time off (3 days) and light duty (2 weeks). This was done after the employee's attempts to get time off for the actual procedure were repeatedly denied.
• Outcome: The employee received more time off than she initially needed for the extraction due to the company's initial refusal to grant even a single day.

Key Issues:

• Lack of Empathy/Flexibility: The company's apparent unwillingness to accommodate a legitimate medical need demonstrates a lack of empathy and flexibility in their attendance policies.
• Prioritizing Productivity over Well-being: The company seemingly prioritized maintaining staffing levels during a busy period (the holidays) over the health and well-being of their employee.
• Worker Exploitation: The dentist's perspective highlights a concern about worker exploitation, where companies prioritize profit and efficiency at the expense of employee welfare.
• Ethical Considerations (Dentist's Actions): While the dentist's actions were motivated by a desire to help the patient, some might question the ethics of providing a medical excuse for more time off than strictly necessary. However, the context of the company's repeated denials of any time off makes the situation more nuanced.

Broader Implications:

• Impact on Employee Morale and Productivity: Such strict attendance policies can negatively impact employee morale, leading to decreased productivity, higher turnover rates, and potential legal issues.
• Importance of Reasonable Accommodation: Employers have a responsibility to provide reasonable accommodations for employees with legitimate medical needs.
• Need for Better Work-Life Balance: This situation underscores the need for a better work-life balance and more humane treatment of workers, especially in demanding industries.

In Conclusion:

This story raises important questions about the balance between business needs and employee well-being. While companies need to maintain productivity, they also have a responsibility to treat their employees with dignity and respect, which includes accommodating legitimate medical needs. The dentist's actions, while perhaps unconventional, highlight the consequences of inflexible and uncaring company policies.

Coworker wrote fanfic about me and manager, can I go to HR or is it career suicide?

So. I am an intern. The girl who wrote the fanfic is also an intern. If ages matter, I am 19, other intern is 24 and manager is 43.

She had commented a lot before that she thought me and my manager would be “cute” together and I thought it was weird but whatever. Today she showed me and a bunch of other coworkers fanfic she wrote about me and him.

I am very uncomfortable with it, especially since the fanfic gets pretty graphic, is very weird about both of our ethnicities and in my opinion is a bit ableist about manager’s wheelchair. Both of our partners also die horrible deaths in the fanfic which I know isn’t that big of a deal but made me even more uncomfortable.

Later, I said to her that I felt that it was a very odd thing to do and asked that she please delete it. She told me that I needed to lighten up because it was a joke, that I should take it as a compliment and that she wanted to write a whole book about it to publish it. I said that I would go to HR about it and she said that I should be careful because she was here way longer than I was and it would be very easy for her to point out that the 19yo that actually featured in the fanfic was probably the one who wrote it. Two of my other coworkers saw and heard this whole thing.

I guess, is it worth it to go to HR over this? I am very uncomfortable with her showing it to a lot of people and claiming that she wants to keep doing it. But at the same time, it’s true that she has been here for longer and people seem to like her more than me. I kind of fear career repercutions if she actually manages to make it seem like I did it? And I am just an intern so I’m worried about causing trouble so early on my career?

Jobadvisor:

You're in a difficult situation, but your concerns are valid. This fanfiction has crossed a line, and you have the right to feel uncomfortable. Here's a breakdown of why going to HR is a reasonable option, and how to approach it:

Why going to HR is justified:

• Harassment/Hostile Work Environment: The fanfiction, especially with its graphic nature, focus on ethnicities, and ableism, creates a hostile work environment. It's not just a "joke" when it makes someone feel genuinely uncomfortable and targets protected characteristics.
• Intimidation/Threats: The other intern's comments about your age, length of employment, and her ability to frame you for writing it are clear attempts at intimidation. This is unacceptable workplace behavior.
• Public Display and Distribution: Showing the fanfiction to multiple coworkers amplifies the issue. It's no longer a private matter, and it affects the professional atmosphere.
• Refusal to Stop: Her refusal to delete the fanfiction and her stated intention to continue writing and even publish it shows a complete disregard for your feelings and professional boundaries.

Addressing your concerns about career repercussions:

• Documentation is Key: Before going to HR, document everything. Write down the dates and times of every incident, including when she showed you the fanfiction, her comments about framing you, and the names of the coworkers who witnessed these events. Save any digital evidence, if possible (screenshots of messages, etc.). This documentation will be crucial in supporting your case.
• Focus on the Facts: When you go to HR, stick to the facts. Explain what happened, how it made you feel, and the steps you took to address it (asking her to delete it). Avoid emotional language or speculation. Present your documented evidence.
• Confidentiality: HR is obligated to maintain confidentiality. Explain your concerns about retaliation and ask them how they will protect you during the investigation.
• Witnesses: You mentioned two coworkers witnessed some of the events. If they are willing, having them corroborate your story to HR will strengthen your case significantly.
• Intern Status: While you're an intern, you still have rights in the workplace. Companies have a responsibility to protect all employees, including interns, from harassment and hostile work environments. Don't let your intern status deter you from reporting this.

Addressing the "She's been here longer" concern:

Tenure doesn't give anyone the right to harass or intimidate others. HR should investigate based on the facts of the situation, not on who has been there longer.

What to tell HR:

"I'm here to report an incident of harassment. A coworker wrote and distributed fanfiction about me and my manager that makes me extremely uncomfortable. The fanfiction is graphic, uses stereotypes about our ethnicities, and is ableist towards my manager. I asked her to delete it, but she refused and threatened to frame me for writing it. I have documented the incidents and have witnesses who can corroborate my account. I'm concerned about retaliation and would like to know how HR will protect me during the investigation."

In short: Going to HR is not career suicide in this situation. In fact, not going to HR could be more detrimental, as the situation could escalate. By documenting everything and presenting a clear, factual account to HR, you are taking the right steps to protect yourself and maintain a professional work environment.

Younger, newer coworker was yapping today. Am I really behind?

Coworker who joined only a couple months ago said something interesting today. To set up the story, I’m an individual contributor with a Manager title. Will hit 3 years in May. Prior to joining, my TC was $55k. My TC will be around $130k once fiscal year ends. Anyways, I was just making small talk with this mf and he goes “oh man I would hate to be here as long as you with no promotion.” And I just stood there with no clue how to respond. Sure, this will be the longest I’ve been at one company since joining the workforce in 2019, and I’ve enjoyed the progression in compensation. In fact I even had a goal of coming in and making sure I had some stability versus the first couple jobs I got out of college that I knew were dead-end after about a year and a half each. But should I be so concerned about titles? I’ve taken multiple warnings from more senior coworkers that the jump from Manager to Senior Manager is about 10% pay for like 50% more work, not to mention managing direct reports and the added project responsibilities. I mean I like my job right now (except for 5 day RTO) and I’ve had solid conversations with my boss on further progression. I do Data Analytics and Governance. Am I really behind or should I disregard?

Jobadvisor:

It's understandable to feel thrown off by your coworker's comment, but it sounds like you're actually doing quite well. Here's a breakdown to help you assess the situation:

• Significant Compensation Growth: You've more than doubled your total compensation in just three years, going from $55k to $130k. This is a huge achievement and a strong indicator of progress within the company.
• Deliberate Career Strategy: You intentionally sought stability and a company where you could grow, which you've clearly found. This is a mature and sensible approach to career development.
• Awareness of Trade-offs: You've received valuable insights from senior colleagues about the potential downsides of a promotion to Senior Manager (increased workload and responsibility for a relatively small pay bump). This shows you're considering the quality of your work life, not just chasing titles.
• Positive Relationship with Your Boss: You're having "solid conversations" about future progression. This is key. Open communication with your manager is far more valuable than a title that might not be right for you at this moment.

Should you be concerned about titles?

Titles are not the sole measure of success. While they can be important for signaling experience and opening doors, they don't always reflect the full picture. Your situation demonstrates this perfectly: you've achieved substantial financial growth and stability without a title change.

Is your coworker's perspective valid?

Your coworker is new to the company and likely hasn't grasped the nuances of its internal dynamics. They're probably operating under the assumption that constant title progression is the only way to advance, which isn't always true. Their comment seems naive and doesn't consider your individual circumstances or goals.

Here's what you should do:

1. Don't let the comment bother you: You've made significant progress and have a clear understanding of your career path. Don't let a junior colleague's uninformed comment derail your confidence.
2. Continue communicating with your boss: Keep having those "solid conversations" about your future. Discuss your career aspirations and how they align with the company's needs. This is the best way to ensure you're on the right track.
3. Consider your long-term goals: Think about what you truly want in your career. Is it more money? More responsibility? More work-life balance? Use these reflections to guide your decisions, not external pressures.
4. Disregard the comment: Seriously. It was ill-informed and doesn't reflect your actual progress.

You're not behind. You're making smart, strategic decisions for your career. Focus on your goals, your relationship with your manager, and the value you bring to the company. The rest will follow.

Email from HR requesting more proof for my two day bereavement leave. Apparently the death certificate isn’t enough.

My dad died two weeks ago and we’re not having a traditional funeral for him and haven’t published an obituary yet. We literally have the same first and last name this shit is so insulting