tied hands

LeeR

cannot deal with supervisors in any disciplinary fashion without prior approval from administrator which in 3 years has never been given. head is getting flat from beating it against the wall. any suggestions? corporate office will not take action to remedy the situation.

Peyton Irby MS

not much legal advice one can give in that situation.
Peyton Irby
Editor, Mississippi Employment Law Letter
Watkins Ludlam Winter & Stennis, P.A.
(601) 949-4810
[email]pirby@watkinsludlam.com[/email]

Don D

Typically an administrator with a total-control dominance will self destruct over time. The real question is how much time will it take. Meanwhile, your forehead gets flatter and flatter and you've rounded out an imprint in the office wall. I may be generalizing, but administrators come in two versions; competent and incompetent. Competent administrators tend to invite participation of others and they let managers/directors make decisions and do their jobs. Incompetent ones are extremely uncomfortable with their self analysis, will shout that they are competent and tend to insist on making all the decisions and will only pretend to invite the suggestions and ideas of direct reports. The latter group becomes proficient at changing colors, expert at manipulative behavior, covering tracks and developing an intricate system of rabbit trails that they suspect cannot be negotiated by others. Eventually they get twisted around the axle or some oversight body roots out their misfeasance. Tape some bubble wrap to your office wall until this scenario plays itself out. x:-)

Hunter1

Make Work Comp claim. Flattened head must be compensable. : )
Sooner or later administrator will want to get rid of someone and wish action had been taken earlier. Until then, polish up the resume or 'learn to accept those things which you cannot change'.

Crout

Beat it from the other side so it evens out.

marc

Perhaps the administer has reasons to protect the supervisor. The ee may be a star performer in other areas so the problem areas get ignored. That does not make it right. If the problems are big enough, they will have an effect on the workplace in other areas. We do not make policies just to create a job, we make them to prevent issues or promote actions that will overall benefit the workplace. If someone violates the policies, look to the impacts to determine if they are severe enough to start the disciplinary process. If not, maybe the policies need to be reevaluated. Why have policies that you do not enforce consistently throughout the company. A good policy poorly enforced may be worse than no policy.