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start a letter writing campaign, including local and federal government entities. do some research on which ones would provide a quicker outcome. bullying and alienating you from others , and nepotism is wrong. once you start the process, dont sign anything from HR or the company, and keep it all documented. Next time you get disciplined, go trough the process, and let your boss, supervisor, HR staff that you have filed a grievance.
Now you are protected against retaliation, and they would need a very legitimate reason to fire or discipline you.
start a letter writing campaign, including local and federal government entities. do some research on which ones would provide a quicker outcome. bullying and alienating you from others , and nepotism is wrong. once you start the process, dont sign anything from HR or the company, and keep it all documented. Next time you get disciplined, go trough the process, and let your boss, supervisor, HR staff that you have filed a grievance.
Now you are protected against retaliation, and they would need a very legitimate reason to fire or discipline you.
I'm currently exploring all options. And now the emphasis on 'retaliation' that they made when I first signed on makes sense now...
Get together with like minded co-workers and possibly go to HR.
why, HR is only there for the company, they dont care about employees, you work for a company but you are not the company. employees complain, they can be replace
So it won't raise a red flag that there's such high employee turnover? Turning their logic back on them...maybe it's them that's the common problem and not the employees.
I want them to stop singling me out. As I said I make plenty of daily observations of other's shortcomings as well...why should only management's observations be the only ones?
I've been there only 8 months,but apparently nowadays with companies like this that's alot.
Location: In a city within a state where politicians come to get their PHDs in Corruption
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Quote:
Originally Posted by Truth11
So it won't raise a red flag that there's such high employee turnover? Turning their logic back on them...maybe it's them that's the common problem and not the employees.
Another myth that is popular on this forum. A for-profit company's goal is to make as much money as possible, not to have the lowest employee turnover. Now, there are companies whose business model is dependent on low employee turnover, but there are plenty of companies in wide variety of industries that make good money while having high employee turnover.
A for-profit company's goal is to make as much money as possible, not to have the lowest employee turnover.
When I was a supervisor at one time my boss was focused alot on budget,which I'm sure they all are. Another thing I'm seeing here is if they want places to cut,why don't they start with the overpaid do nothings I witness on a daily basis...or where they have 2 supervisors to do the job of 1 but they keep them on because they were put in by the former mgr simply because they were 'friends'.
Not quite,and the GM wasn't brought in because of me...I had only been there a couple months when the former GM transferred to another location. As for the ones not being stepped on,I still maintain that he's old school in that once people make it to supervisors then they get certain passes...some of those are still part of the problem. I mean when you bully a certain amount of employees into quitting underneath you...that is a problem.
You've been there a few months, yet you've got it all figured out. Alrighty then.
Tip: brush up your resume. When you perceive a manager as "bullying" when they are doing their job, you are not long for that job, I'm thinking.
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