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In your circumstances, I think this is particularly good advice. Barring a death in the family, you better show up everyday and get caught up on your work. I am only guessing but I bet the attendance problem is really grating on your boss, no matter what excuses you may have for it.
I agree about the attendance issue, especially the wedding time off. It's a pet peeve of mine, actually - people taking a week or two or three off for a wedding, planning a wedding, and a honeymoon. It's always something they planned before they got the job, but usually didn't mention at the interview. In any case, if you are looking for a job you probably shouldn't plan something like that. I took one day off for a courthouse wedding (waited another 6-7 months for a more appropriate time for a honeymoon) in order not to be one of those people. So I find it a pretty poor excuse and get really pissed when I am inconvenienced by people who do that - maybe the supervisor feels the same way.
I get what is going on. Your boss is incompetent and can not do reports herself, so she has you (an administrative, not analytic position) do the reports for her. She hands the reports which were not analyzed to her boss who then looks at them and says "this is garbage". Your boss then goes back to you and says you are not up to par, but in reality you are in an Administrative role, not an Analyst role. If the reports you are "doing" are being sent to Senior Management, then your boss needs to look at the reports and catch things before they are handed in..but I don't think your boss knows what to do, therefore she is incompetent.
They should hire an Analyst to analyze reporting data that is submitted to senior management, or hire a Manager who knows what she is doing. She is trying to pawn off her incompetencies on you, but really you are only an Administrative person, she needs to look at herself. I hope for your sake, she is canned.
I confess I didn't read the whole thread-- I just got to the point where you said the letter you got said "final warning."
I am a manager of HR staff. We advise people like your manager on how to fire employees. You would never, as an employee, get something titled "final warning" unless the decision was made to let you go. So I agree with others on here that say to start looking for something else.
Many supervisors will be irritated when support staff can't manage priorities or take lots of time off. If you don't have vacation time and are taking unpaid time after only working there for 7 months, NO MATTER WHAT THE REASON, most supervisors would complain that you are unreliable. I am not sure how old you are, but it sounds as though your supervisor may be older than you, or at least have very clear ideas about how often you should be there and what you should be doing while you are there. Work ethic can differ generationally. Next time, get he expectations clear.
Absolutely do not go to HR unless you want your supervisor to know. We work for MANAGEMENT, not employees.
Next time you get a job, DO NOT take more than 2 sick days in the first 6 months or 1 week of planned vacation which your supervisor signs off on several months in advance. Period.
If your boss really wanted you to just improve she would do it with discussions not final warning crap.
Be sure to write a written rebuttal to the boss and HR stating your side of the story and what things you have accomplished. Even copy a member of Senior Management on the Written response if you want to go more aggressive.
Verbally be nice and say you are happy to work with your boss etc.
You can also see a Mental Health Professional to give you a note for stress leave. You can provide this note to HR. Stress leave is a valid reason for taking time off work unpaid.
You can take this stress leave time to find a new job. I've seen this done by several in certain corporations when they get a PIP or some other BS paper trail setup.
I still cringe when I hear HR and Management say they are dedicated to helping an employee get through this when they give a final warning or PIP. They actually look the employee in the eye and tell them this. What a crock.
As someone who has given employees PIPs as an instruction from Senior Management to reduce and force out staff and as someone who has received a baseless PIP, I would want no more part of such a thing.
Next time you get a job, DO NOT take more than 2 sick days in the first 6 months or 1 week of planned vacation which your supervisor signs off on several months in advance. Period.
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How was the Christmas party?
