Staff Signed a Petition
System
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My management has a very bad record of healthy disciplinary procedures. Basically it is comprised of complaining about the ee until they are fed up and then they up and fire them. They never let the ee know that they are unhappy with their performance and there is never any documentation of previous bad performance.
After they fired our second location's store manager (who was well loved by staff but was a lazy a** who thought four hour workdays were just fine and let the store fall into disrepair)The staff signed a petition demanding a formal disciplinary policy. The GM took this badly, to say the least ( he used to own his own store and never took no guff from his employees ie: indentured servants),and brought it to the senior management meeting for me to read. I of course agreed that the Policy OUTLINED IN THE EE MANUAL should be adhered to. The argument I got was that he should be able to fire anybbody at any time for bad performance and that the employees should know better. He brought up that old turkey "at will". Luckily the majority of the senior mgrs agreed with me and supposedly we will start enforcing it. I am just wondering what kind of damage control I can put into place.
For those of you I had told that I was going to get a new job, my resume has been updated and sent out but in the meantime we just bought a new truck, our cat just got out of the hospital to the tune of a thousand dollars and there are still the bills, bills, bills.
Any advice?
After they fired our second location's store manager (who was well loved by staff but was a lazy a** who thought four hour workdays were just fine and let the store fall into disrepair)The staff signed a petition demanding a formal disciplinary policy. The GM took this badly, to say the least ( he used to own his own store and never took no guff from his employees ie: indentured servants),and brought it to the senior management meeting for me to read. I of course agreed that the Policy OUTLINED IN THE EE MANUAL should be adhered to. The argument I got was that he should be able to fire anybbody at any time for bad performance and that the employees should know better. He brought up that old turkey "at will". Luckily the majority of the senior mgrs agreed with me and supposedly we will start enforcing it. I am just wondering what kind of damage control I can put into place.
For those of you I had told that I was going to get a new job, my resume has been updated and sent out but in the meantime we just bought a new truck, our cat just got out of the hospital to the tune of a thousand dollars and there are still the bills, bills, bills.
Any advice?
Comments
My $0.02 worth.
DJ The Balloonman
Years ago when my wife wanted a kitten I said sure as long as I could get a dog to eat it for lunch. Now we have one of each and they are great friends.
Ballonman! YOU are a cat hater!x:o
Actually there is only 1 child he is 34 and it is his cat so it was'nt my decision. I love the litle bugger though so I am pitching in.
I am alergic to them, and do not like them. Dog person but don't have one of those either, daughter has asthma.
We do have fish, they get sick, they die, you flush, no vet bill x:D
My $0.02 worth.
DJ The Balloonman
4 dogs
6 cats
1 kitten
1 lizard
4 aquatic frogs
several turtles
4 love birds (they keep multiplying)
1 Cockatoo that thinks it is another dog
1 Parakeet
4 tanks of fish
Several turtles
2 rabbits
The vet she works for gives her free "health care" and medication at cost.
When I visit their place, my allergies just about kill me.
I hate to be a wet blanket and bring this topic back on track, but a petition from the employees probably constitues "concerted activity" under the National Labor Relations Act, regardless of whether you have a union. Make sure you cover whatever responsibilities you have to respond under the NLRA.
P.S. Grew up a dog person. Hated cats. Took in a black cat dumped by the side of the road twelve years ago. Became attached. Got him a playmate from the shelter eleven and a half years ago. They hate each other. Shelter call a year and a half ago saying a virus had hit the cats and they were fast going to kitty heaven. Asked if I would adopt another before it sickened and became a feline angel. My picture was posted on Shelter bulletin board as most gullible client in the data bank as I drove home with my third cat. I still have all three - "Prozac," "Valium" and "Viagra."
Margaret Morford
theHRedge
615-371-8200
[email]mmorford@mleesmith.com[/email]
[url]http://www.thehredge.net[/url]
just my .02 (and I work in a union shop and wish someone would have addressed this here years back)
Margaret and pecohr pretty much sum it up - you're boss is making the company ripe for union pickings. He'd better wake up and listen to you really soon or all he'll have to do is put a bow around it.
P.S. Love cats. SO despises them. I'll have to lock up the BB gun when I finally "surprise" him with one.
PS: The cat was still having problems err,hmm, doing the vital function that caused him to be sick so the vet decided he was having musculature problems and prescribed him valium. Half a pill thre times daily for seven days. We are now expecting to pay for detox as the cat seems to be quite enjoying the experience.
Gordon Jackson is a labor law lawyer specializing in union avoidance. I've been to his seminars twice and found him to be an interesting speaker. His approach is we manage properly, then we don't have to worry about unions. But, when companies go union, it is management's fault.