Rukh O'Rorke
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Post by Rukh O'Rorke on Apr 27, 2019 15:32:17 GMT -5
Gotta do what's best for you Rae, as long as you leave professionally. Not your mess anymore
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TheHaitian
Senior Associate
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Post by TheHaitian on Apr 29, 2019 14:19:28 GMT -5
I don’t get managers that treat their people like shit then act surprised people are quitting or they cannot get anymore “extra” out of the ones that are staying.
Dude, like really? You have no idea? Want me to refresh your memory? Playing dumb is not going to work and no I am not canceling my upcoming 3 days off... I have learned from my past mistakes that no good deed goes unpunished in this place.
You want me to work 6 days and 12 hour days because you managed to run through another co-manager ? How cute!!!
Keep your head down and keep moving C... just keep moving!
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buystoys
Junior Associate
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Post by buystoys on Apr 30, 2019 7:10:07 GMT -5
So sorry to hear this Carl! Keep putting one foot in front of the other one until you're out that door!
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Wisconsin Beth
Distinguished Associate
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Post by Wisconsin Beth on May 1, 2019 12:06:03 GMT -5
DH just called me. The highest seller/producer for his work just walked out the door, with 3-5 other people. Most of these people had 25+ years in with the company - the institutional knowledge loss is huge.
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taz157
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Post by taz157 on May 1, 2019 12:23:10 GMT -5
DH just called me. The highest seller/producer for his work just walked out the door, with 3-5 other people. Most of these people had 25+ years in with the company - the institutional knowledge loss is huge. 😱😱😱 What happened to cause the guy to leave?
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Wisconsin Beth
Distinguished Associate
No, we don't walk away. But when we're holding on to something precious, we run.
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Post by Wisconsin Beth on May 1, 2019 12:37:51 GMT -5
DH just called me. The highest seller/producer for his work just walked out the door, with 3-5 other people. Most of these people had 25+ years in with the company - the institutional knowledge loss is huge. 😱😱😱 What happened to cause the guy to leave? No idea.
The guy in charge of this area is retiring - maybe the guy thought he should get that job?
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oped
Senior Member
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Post by oped on May 1, 2019 12:49:44 GMT -5
That might cause 1 to leave... but mass exodus? I’d be worried there is a systemic problem that hasn’t show itself yet...
Unless the guy denied the job is opening his own firm...
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Wisconsin Beth
Distinguished Associate
No, we don't walk away. But when we're holding on to something precious, we run.
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Post by Wisconsin Beth on May 1, 2019 12:52:00 GMT -5
That might cause 1 to leave... but mass exodus? I’d be worried there is a systemic problem that hasn’t show itself yet... Unless the guy denied the job is opening his own firm... We're assuming he's opening up his own shop, with the people who went with him.
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raeoflyte
Senior Associate
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Post by raeoflyte on May 1, 2019 12:52:48 GMT -5
Sales people will often leave together in my industry. They are done the moment they give notice, so it's here one day, and their office is empty the next.
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Wisconsin Beth
Distinguished Associate
No, we don't walk away. But when we're holding on to something precious, we run.
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Post by Wisconsin Beth on May 1, 2019 15:01:47 GMT -5
Total is up to 6 leaving, to a different company. This is out of a total of 15 positions (roughly), we think.
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shanendoah
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Post by shanendoah on May 1, 2019 16:45:43 GMT -5
Total is up to 6 leaving, to a different company. This is out of a total of 15 positions (roughly), we think. Sounds like someone at the other company figured out a perk that your husband's wasn't offering, or that your husband's company seriously underpays it's top performers...
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Rukh O'Rorke
Senior Associate
Joined: Jul 4, 2016 13:31:15 GMT -5
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Post by Rukh O'Rorke on May 1, 2019 19:51:26 GMT -5
DH just called me. The highest seller/producer for his work just walked out the door, with 3-5 other people. Most of these people had 25+ years in with the company - the institutional knowledge loss is huge. starting up his own business?
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Rukh O'Rorke
Senior Associate
Joined: Jul 4, 2016 13:31:15 GMT -5
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Post by Rukh O'Rorke on May 1, 2019 19:52:53 GMT -5
Total is up to 6 leaving, to a different company. This is out of a total of 15 positions (roughly), we think. holy toledo!!
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TheHaitian
Senior Associate
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Post by TheHaitian on May 2, 2019 15:21:04 GMT -5
Total is up to 6 leaving, to a different company. This is out of a total of 15 positions (roughly), we think. Sounds like someone at the other company figured out a perk that your husband's wasn't offering, or that your husband's company seriously underpays it's top performers...Or bigger stake in new company Startups are higher risk but if you are part of the original crew the payoff is also much higher than if you stay with an established business. If you have the knowledge and you are sure of your capabilities ; you are basically betting on yourself. Why make someone else money when I can make myself money using the same tools I already have at my disposal? All it takes is guts and willingness to take the risk.
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oped
Senior Member
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Post by oped on May 2, 2019 16:28:06 GMT -5
All true. And yet Michael Scott Paper Co. is running through my head...
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alabamagal
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Post by alabamagal on May 2, 2019 20:04:49 GMT -5
Found out today didn’t get job in Georgia🙁. Got lots of other options working. Final interview tomorrow for contract 3 month job that would be interesting would require travel
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Rukh O'Rorke
Senior Associate
Joined: Jul 4, 2016 13:31:15 GMT -5
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Post by Rukh O'Rorke on May 4, 2019 8:47:59 GMT -5
Found out today didn’t get job in Georgia🙁. Got lots of other options working. Final interview tomorrow for contract 3 month job that would be interesting would require travel Hope something comes through for you soon!
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alabamagal
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Post by alabamagal on May 4, 2019 10:03:12 GMT -5
Found out today didn’t get job in Georgia🙁. Got lots of other options working. Final interview tomorrow for contract 3 month job that would be interesting would require travel Hope something comes through for you soon! Thanks! Contract job fell through yesterday. Recruiter said resume was great, interview went well, but lack of exerience in a very specific area was why I didn't get position. . It is frustrating that employers are like that. Still have lots of interest, and doing some temporary work to keep busy and earn a small amount of money.
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Deleted
Joined: May 18, 2024 22:31:46 GMT -5
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Post by Deleted on May 4, 2019 12:45:59 GMT -5
Hope something comes through for you soon! Thanks! Contract job fell through yesterday. Recruiter said resume was great, interview went well, but lack of exerience in a very specific area was why I didn't get position. . It is frustrating that employers are like that. Still have lots of interest, and doing some temporary work to keep busy and earn a small amount of money. There needs to be a sympathy button or something. I hope something new pops up soon.
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ners
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Post by ners on May 4, 2019 13:04:06 GMT -5
Thanks! Contract job fell through yesterday. Recruiter said resume was great, interview went well, but lack of exerience in a very specific area was why I didn't get position. . It is frustrating that employers are like that. Still have lots of interest, and doing some temporary work to keep busy and earn a small amount of money. There needs to be a sympathy button or something. I hope something new pops up soon.
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Ava
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Post by Ava on May 5, 2019 13:02:13 GMT -5
I've had to put my job search on the back burner due to other events taking place in my life. I never heard back from the HR rep in charge of the job posting I was interested in. The job is still posted, with a new HR person in charge of it. I don't know what to do. I am very unhappy that nobody has contacted me. HR claims to want to promote from within and let people reach their potential, but for the most part, internal candidates are ignored. Even if I don't have the requisites for the job, shouldn't they at least have the courtesy to contact me, explain what skills I'm missing so I am prepared next time the job is posted? I was thinking about talking to my manager for his advice, and so he can guide me through this. But I'm not sure how he's going to take it. He relies a lot on me, and we have developed a more personal relationship besides work. We are not personal friends, but we talk and care for each other as people. I don't think it would be appropriate to involve him in this. He also tends to take it a little bit personally when someone leaves his team, or tries to leave. The other thing is that I am not entirely sure I want the job. I would like to have the opportunity to interview, learn more about the position, the manager, the team, etc. So I can make my mind. There are certain perks I have in my current role that would be very difficult to obtain somewhere else, even in the same company. I like my job, it has been becoming more interesting as I get assigned more complex tasks, I perform reasonably well, I am well liked and respected, I have a ton of flexibility, etc. Except for the commute, which is insane, I would say I have it very good. Most of the time it doesn't even feel like work at all. Just a thought but have you ever considered the reason you're ignored internally is because the heads of these departments are aware of your current arrangement and either can't or won't provide you with the same so are deciding you aren't a good fit? It's not entirely fair but they have to weed out candidates somehow and flexibility needs are one of them. It's a big company, we are talking thousands of employees, and I'm pretty sure the heads of other departments don't have a clue of who I am, let alone my current flexibility and vacation arrangements. It's not public knowledge. How would they know? Not even HR knows because it's not written in stone. It's more of a verbal arrangement with my manager, and we repeat every year. I don't even know the other departments' managers personally, or the HR rep in charge of the job posting.
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andi9899
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Post by andi9899 on May 8, 2019 8:19:11 GMT -5
OK,managers and HR people. We all know that I have a tummy tuck scheduled soon. I went to HR and said that I need 3 weeks off. I was sent FMLA papers and had a meeting with one of the girls in the HR department. She basically said that I have until 14 days after the procedure (I didn't disclose what I was having done) to decide whether I want to use FMLA for the time or not. She said the time part needed to be figured out with management and she only needed to be involved if I was going to use FMLA.
I went to my boss and said that I will be having a medical procedure done and need 3 weeks off. She said fine and put it on the calendar. A few days later she sends me an email stating that she needs clarification on whether I'm using sick or vacation time. The email says that the company reserves the right to require a physician's statement verifying the illness or injury to decide if sick benefits apply. That it's my responsibility to provide a physician's statement that gives the nature of the illness, when it began, and when i can return to work.
Can my manager ask me what I'm getting done? I feel like they can't. I reminded my manager that I did not disclose what I'm getting done and that I'm not sure that I will. I reached out to HR to find out what the minimum requirements are for the doctor's note they are requesting. My initial thinking is that they need a note stating that I'm having a procedure done and will need to be out from x date to x date. Do I need more than that? How much info would you give? Theis place is completely unprofessional as you all know and honestly, I'm going to be job hunting once I'm off the drugs after my surgery and will hopefully come back and give notice.
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Wisconsin Beth
Distinguished Associate
No, we don't walk away. But when we're holding on to something precious, we run.
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Post by Wisconsin Beth on May 8, 2019 9:04:52 GMT -5
What do your FMLA papers ask for?
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andi9899
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Post by andi9899 on May 8, 2019 9:18:22 GMT -5
Provider's contact information, type of practice, approximate duration of condition, if I was admitted overnight, treatment dates, if I will have at least 2 follow up appointments per year, was medication other than OTC meds prescribed, if I was referred to another physician for follow up, if the condition is pregnancy and if so expected delivery date, job functions I'm unable to perform if any, any relevant medical facts, estimated treatment schedule.
So it doesn't say that I'm required to give a specific procedure, just if it's relevant. This is my understanding of it anyway. I asked another person in our department who used to work in our HR department and he said that all I need to do is get a note from a doctor that states that I'll be out for the dates needed.
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flamingo
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Post by flamingo on May 8, 2019 9:21:09 GMT -5
andi9899: When I had my tummy tuck, I turned in FMLA paperwork. I have no idea what my doctor put on them, as it went right from the doctor's office to HR via fax. I had PTO time at that job (not separate vacation and sick time). It was approved and no one gave me a hassle. The very last thing I wanted was to disclose what I was having done, so I didn't tell a soul there, just that I was having a medical procedure. HR didn't question it, and they must not have told my manager as she continued to fish for info, but her guesses were so off base I figured she didn't really know. She assumed it was a "woman's medical issue" and I let her run with that. The big caveat to this is that all business are different and I feel like I got extremely lucky that my HR didn't tell my manager. As a manager (at a different company from the one above), when I had an employee out on maternity leave, nothing I ever got from HR said that's why she was out. It said something about medical leave for X days, and that I would need to figure out staffing around that. Obviously, I knew why she was out, but no one besides the employee told me why she was going to be out. You might want to ask your doctor's office what they put on the FMLA paperwork and explain your concerns to them.
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andi9899
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Post by andi9899 on May 8, 2019 9:33:49 GMT -5
Thanks. I will reach out to my doctor too. I find it odd that when my manager was told her response was "Sure! No problem. I'll put you on the calendar. I don't need to know any details." Later I get an email from her copying her boss, who is about the most unprofessional micromanager I've ever encountered asking me to outline my procedure warning me that the company reserves the right to deny me.
Also interesting was the fact that when I brought it up to m manager and told her that I had already squared it away with HR she seemed surprised that HR had said nothing to her. The email I got a few days later stated that HR had reached out regarding my upcoming absence. Why reach out after I brought it up to my manager on 5/3 and not around 4/18 when I met with HR? It just all reeks of the department head wanting to know every detail of what I'm doing.
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Cookies Galore
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Post by Cookies Galore on May 8, 2019 10:33:25 GMT -5
When I had my hip surgery two years ago I took six days of FMLA and worked from home for five weeks. I told my boss I was going to be having hip surgery 1) because everyone knew it was on my radar since I was in constant pain 2) I wanted to work with our meeting schedule and 3) it just never dawned on me to not tell her why I was going to be out. For HR, I did need a note from the doctor explaining the procedure I was going to have and on the FMLA paperwork the surgeon's specified what I could and couldn't do. I was having arthroscopic repair surgery so it was also going to be one of two things - simple procedure and two week recovery or extensive and six week recovery. I ended up having the second surgery and was on crutches for eight weeks but I had my ducks in a row for both options.
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NomoreDramaQ1015
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Post by NomoreDramaQ1015 on May 8, 2019 10:43:00 GMT -5
The only time I've been out is when I was pregnant so it was obvious why I needed FMLA. I know the paperwork had to go into detail about why I was going to be out and how long the doctor felt I needed for recovery because that was what would determine if I got approved and for how much. I know my boss needed to sign off but I can't remember if it was the full document or just the approval from HR.
If you read the fine print there are A LOT of loopholes in FMLA that are perfectly legal to use as grounds for denial. I have yet to run into an HR department/boss that will do that but I am sure they are out there.
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andi9899
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Post by andi9899 on May 8, 2019 10:47:44 GMT -5
I'm not even worried about FMLA. I'm really trying to just quit this job and will be doing extensive job searching while I'm off. I'm more worried about my privacy than anything else. When I come back it will likely be very obvious what I've done, but I'm hoping to turn in my resignation the same day.
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Wisconsin Beth
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No, we don't walk away. But when we're holding on to something precious, we run.
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Post by Wisconsin Beth on May 8, 2019 10:52:30 GMT -5
The only time I've been out is when I was pregnant so it was obvious why I needed FMLA. I know the paperwork had to go into detail about why I was going to be out and how long the doctor felt I needed for recovery because that was what would determine if I got approved and for how much. I know my boss needed to sign off but I can't remember if it was the full document or just the approval from HR. If you read the fine print there are A LOT of loopholes in FMLA that are perfectly legal to use as grounds for denial. I have yet to run into an HR department/boss that will do that but I am sure they are out there. We've turned down FMLA for lack of notice. The rules and regs state we need like 4 weeks notice for the approval - they don't have to request specific days, just get the doctor's stuff into Admin. Every couple of years someone waits too long to submit his requests for paternal leave. Anything short of 4 weeks is denied. We do make exceptions for early labors and stuff like that.
We've also had some denied because the person wasn't a close enough family relationship. I think we use our funeral leave relationship list for FMLA but I could be wrong on that.
But we're first responders and have a different set of rules than normal businesses do.
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