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#Post#: 11600--------------------------------------------------
Re: Fasten Your Seatbelts, It's Gonna be a Bumpy Night--Update
sort of
DIR By: Hanna
Date: August 17, 2018, 4:14 pm
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--- Quote from: JeanFromBNA link ---
>
> [quote author=LifeOnPluto link=topic=595.msg11502#msg11502
date=1534420509]
>
> If it's true that your workplace's culture is such that poor
performers never get fired, could it be that your supervisor's
threats to demote/fire you is just bluster?
>
>
--- End Quote ---
Name the last five people that were fired and the reasons for
their termination. Go ahead. I'll wait.
[/quote]
Is this meant for LifeonPluto or the OP?
I’m confused by the last two sentences. I think whatever you
mean to convey isn’t conveying in writing.
#Post#: 11606--------------------------------------------------
Re: Fasten Your Seatbelts, It's Gonna be a Bumpy Night--Update
sort of
DIR By: ZekailleTasker
Date: August 17, 2018, 6:37 pm
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Am I the one who is supposed to "name" the last five people
fired while someone waits?
Because I did not want to drift into the ugly waters of cards
and isms. Indeed, I am modifying part of my answers in my last
post. TMI. It's what happens when you are rushed and trying
not to share...and it turns out one overshares...I'm going to
declare that I received really good advice both here and at
AskaManager, note it down for my return, take a management
seminar and see my counselor about getting nerved up.
Can we just say we have gone as far as we can and call it
closed?
#Post#: 11631--------------------------------------------------
Re: Fasten Your Seatbelts, It's Gonna be a Bumpy Night--Update
sort of
DIR By: LifeOnPluto
Date: August 17, 2018, 11:25 pm
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Good on you for giving 'Ask A Manager' a go. It's a great
website (nearly as awesome as this one ;) ) and Alison (the
blog owner) gives sensible advice.
And yeah, I'm not in the USA but I was under the impression that
it was entirely possible for a person in a protected class to be
fired, provided the reason for firing wasn't because they were a
member of a protected class. (For example, a gay person cannot
be legally fired simply for being gay, but CAN be fired for
stealing, etc).
#Post#: 11658--------------------------------------------------
Re: Fasten Your Seatbelts, It's Gonna be a Bumpy Night--Update
sort of
DIR By: wonderfullyanonymous
Date: August 18, 2018, 10:42 am
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--- Quote from: Lula link ---
>
> I'm guessing Wonderfullyanonymous meant to say the new manager
was of the same race as the problem employee? That would make
tons more sense.
>
--- End Quote ---
--- Quote from: Jem link ---
>
> [quote author=wonderfullyanonymous
link=topic=595.msg11577#msg11577 date=1534531266]
> We are not union, which I thank every day for, simply because
of those reasons.
>
> We had an employee who was in the protected status. Management
was afraid of her, because if she got in trouble at all, she
used the race card. This worked until the company brought in a
manager that was not in an area of those in the protected
status, so he was not afraid to have her written up. She did
quit, because she didn't like not being able to use her race
card any more, to not do work.
>
--- End Quote ---
What does the green mean? The characteristics that have
protection are not defined in the sense of "black people," "old
people," "women," "Muslims," "gay," etc. It is that a person
cannot be treated differently because of their race, age,
gender, religion, etc. So a straight white Christian man could
be have a discrimination claim if he could show he was treated
differently BECAUSE of his sexual orientation, race, religion,
or gender.
Arguably it would be easier for a minority of whatever
characteristic to show disparate treatment, but it is not that
certain ethnicities enjoy protection while others don't, for
example.
[/quote]
No the new manager was not the same race as she was. Her race
doesn't matter, just that because she was a minority in our
store, and had gotten away with using The Race Card with
previous managers to get away with things. It wasn't that she
was female, because men are a minority in our store, or at least
were at the time, it was her race.
ex..."If I get written up for not doing what I'm supposed to be
doing, I will call corporate and tell them it's because I'm
*race*"
She would seriously do this. She walked around, and did nothing.
We had a manager transferred in,who was the same race as our
previous managers, but the store he came from , he was the
minority, and was well liked there. He was not afraid of her
pulling The Race Card, and documented everything as he went
along. She became angry when she was being called out on doing
her job, and stepped down from her position. She ended up
working her back back to her spot, but minded her self after
that.
#Post#: 11660--------------------------------------------------
Re: Fasten Your Seatbelts, It's Gonna be a Bumpy Night--Update
sort of
DIR By: JeanFromBNA
Date: August 18, 2018, 11:36 am
---------------------------------------------------------
--- Quote from: ZekailleTasker link ---
>
> Am I the one who is supposed to "name" the last five people
fired while someone waits?
>
> Because I did not want to drift into the ugly waters of cards
and isms. Indeed, I am modifying part of my answers in my last
post. TMI. It's what happens when you are rushed and trying
not to share...and it turns out one overshares...I'm going to
declare that I received really good advice both here and at
AskaManager, note it down for my return, take a management
seminar and see my counselor about getting nerved up.
>
> Can we just say we have gone as far as we can and call it
closed?
>
--- End Quote ---
Sorry for the confusion. Yes, I'd like you to think of the last
five people who were fired, and why you think that they were
fired. If you really don't know, okay, but be honest with
yourself.
If there are regular terminations, see if you can identify a
pattern of any kind: Absenteeism, insubordination, pissed the
wrong people off, etc. If you identify a pattern of
discrimination, such as the last five people who were fired were
over 50, or female, or Jewish, etc., then there are lawyers that
handle those things.
I suspect that if you look at the facts, you will find that
senior management doesn't like to fire people at all, and that
your manager's talk is all wind and no sails.
#Post#: 11661--------------------------------------------------
Re: Fasten Your Seatbelts, It's Gonna be a Bumpy Night--Update
sort of
DIR By: LadyX
Date: August 18, 2018, 11:42 am
---------------------------------------------------------
--- Quote from: ZekailleTasker link ---
>
> Am I the one who is supposed to "name" the last five people
fired while someone waits?
>
> Because I did not want to drift into the ugly waters of cards
and isms. Indeed, I am modifying part of my answers in my last
post. TMI. It's what happens when you are rushed and trying
not to share...and it turns out one overshares...I'm going to
declare that I received really good advice both here and at
AskaManager, note it down for my return, take a management
seminar and see my counselor about getting nerved up.
>
> Can we just say we have gone as far as we can and call it
closed?
>
--- End Quote ---
Yes, we can!
Also, if you think you recognize someone from the old boards who
now has a different username, please PM them privately to ask
instead of outing them in a discussion thread.
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