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I wouldn't even quit. I would just not show up anymore. These jobs are a dime a dozen. If you stay you will have to explain why you did to the next employer just pretend you didn't get the job at all.
Well I have nothing to lose to keep working. My schedule is good so that I can interview around it.
This is done all the time...someone finds a new job but has a prior commitment requiring time off (like a paid for vacation, or a medical procedure, or being in a wedding party out of town). You simply tell them about it, and they either approve it or not. If not, the interview is over, and she goes on her way. But she told them, they approved it before she was hired. Then they changed their mind w/o explanation.
That is unusual and not a good sign of a good company to work for. This is when they are putting their best foot forward to start things off right with a new employee (and vice versa). It's only downhill from here.
Yes, you are right. I forgot that the management had preapproved the vacation before she hired on. Not a good company to work for.
I don't know what you can do at this stage, unless you can go back to your prior job, saying you made a mistake. I've seen that before.
If you leave your employment permanently so you can be in the wedding party, you may find it hard to find another job.
Seems like you're stuck, unless you can go without work for a while. You will miss the wedding party, put your friend in a bind, and if you're like me, you will regret missing it for the rest of your life. (I regret not going to a family reunion with my mother, so that I could handle an "emergency" work thing I got stuck with.)
But it's a really bad sign that they went back on their word. It won't get any better. You're stuck there for a year, and then you can start looking for a new job. Which I recommend you do. It's disturbing they misrepresented allowing your prior commitment, and don't even have an explanation to give you. It's possible that the hiring manager forgot to tell HR, so HR thinks you just arrogantly thought you'd take a va-ca after being there just a few short months. But since you aren't allowed to talk to HR, you can't clarify it. If HR knew, they might honor the company's commitment to you. But this is the way it would be for years to come, if you stay there. This would happen over and over. Get thee to a better company.
This is done all the time...someone finds a new job but has a prior commitment requiring time off (like a paid for vacation, or a medical procedure, or being in a wedding party out of town). You simply tell them about it, and they either approve it or not. If not, the interview is over, and she goes on her way. But she told them, they approved it before she was hired. Then they changed their mind w/o explanation.
Exactly. My niece started a new job three months before her own wedding, and she was allowed to take a few days off before the wedding and some after for the honeymoon. She wasn't able to take time off for a while after that as she accrued back the time she took, but she didn't have to make the choice between her wedding and her job.
This is done all the time...someone finds a new job but has a prior commitment requiring time off (like a paid for vacation, or a medical procedure, or being in a wedding party out of town). You simply tell them about it, and they either approve it or not. If not, the interview is over, and she goes on her way. But she told them, they approved it before she was hired. Then they changed their mind w/o explanation.
That is unusual and not a good sign of a good company to work for. This is when they are putting their best foot forward to start things off right with a new employee (and vice versa). It's only downhill from here.
The problem is, her request was NOT approved before she was hired. She was given the good old "oh that shouldn't be a problem". I know it's difficult to do when interviewing and trying to put your best foot forward, but the OP should have clarified and confirmed that "it shouldn't be a problem" meant "yes, you have that time off".
The wedding isn't till June, right? I still say, if you haven't found a new gig by then, just call in sick. I'm no HR expert, but I'm not so sure they'd fire you. There are resources and time involved to hire someone new and train them, etc. Especially if you prove yourself to be a good, reliable employee between now and then.
The problem is, her request was NOT approved before she was hired. She was given the good old "oh that shouldn't be a problem". I know it's difficult to do when interviewing and trying to put your best foot forward, but the OP should have clarified and confirmed that "it shouldn't be a problem" meant "yes, you have that time off".
The wedding isn't till June, right? I still say, if you haven't found a new gig by then, just call in sick. I'm no HR expert, but I'm not so sure they'd fire you. There are resources and time involved to hire someone new and train them, etc. Especially if you prove yourself to be a good, reliable employee between now and then.
I think they wil catch on that I’m not sick for those 4 days
Last edited by Now_What34; 03-20-2018 at 06:59 PM..
Exactly. My niece started a new job three months before her own wedding, and she was allowed to take a few days off before the wedding and some after for the honeymoon. She wasn't able to take time off for a while after that as she accrued back the time she took, but she didn't have to make the choice between her wedding and her job.
There are definitely some early red flags with this company.
If they are that strict now, they will be even stricter after employees are fully trained and settled in. They will have no consideration for any illnesses or personal issues at home. If they end up understaffed during crunch time, you can bet employees will be forced to work long hours and weekends.
Yes same manager. I asked her if I could speak to human resources because they are in another office and she told me that they are not willing to budge.
Well then I would quit and find another job. Or work till two weeks before and give notice and find a new job after the wedding.
The problem is, her request was NOT approved before she was hired. She was given the good old "oh that shouldn't be a problem". I know it's difficult to do when interviewing and trying to put your best foot forward, but the OP should have clarified and confirmed that "it shouldn't be a problem" meant "yes, you have that time off".
The wedding isn't till June, right? I still say, if you haven't found a new gig by then, just call in sick. I'm no HR expert, but I'm not so sure they'd fire you. There are resources and time involved to hire someone new and train them, etc. Especially if you prove yourself to be a good, reliable employee between now and then.
It's a red flag, when vacation scheduling goes through HR.
I have worked in corporate offices for over 20 years including at too-big-to-fail banks. I never had to go to HR for approval for 4 vacation days.
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