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Post by Deleted on Apr 6, 2013 9:57:28 GMT -5
About a months notice seems more than reasonable to me.
Also, employees are hired to meet the needs of the business. The needs of the business change from time to time, like in this case. When the parameters of employment has to change to meet the needs of the business, the employee has the right to find other employment. That's where it ends..
Now smart managers will always try to match employee desires with the business needs because moral and attitude matter in the quality of work. Shift work is tough because there is a limited pool of people who want to do it.
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raeoflyte
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Post by raeoflyte on Apr 6, 2013 9:58:05 GMT -5
I am just making some points from my personal background. As for what employers "should" do, well of course they should treat their employees well. But, they all don't. As for being an employee, you do it as long as it works for YOU and then when it doesn't you can move on if you choose. The relationship has to work for both parties. 100% agree.
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Shooby
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Post by Shooby on Apr 6, 2013 9:58:32 GMT -5
Strength in numbers. If employees could get on board together, they could help change things.
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Shooby
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Post by Shooby on Apr 6, 2013 9:59:38 GMT -5
Giving notice nowadays doesn't seem to be like old days. Now, when people put in notice, they are immediately escorted out of the building that day. And personally, i think that is much better. If a person is ready to resign, just get it over with.
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Post by Deleted on Apr 6, 2013 9:59:56 GMT -5
i was not going to disclose any of this until we had all our ducks in a row. Anyway, when we finally did give notice, the response was "don't let the door hit you on the way out" kind of thing. She was shocked. I wasn't and i had anticipated that may be. And, for me, no matter because our business worked great. So , be prepared.
![](http://syonidv.hodginsmedia.com/vsmileys/thumbsup.png) Shooby. ![](http://images.proboards.com/new/smiley.png)
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resolution
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Post by resolution on Apr 6, 2013 10:05:04 GMT -5
The question this raises is why are you responsible to figure out the babysitting when he is the ones whose hours are moving around? Perhaps you should give him the responsibility and that would help him balance between negotiating with management versus reorganizing the babysitting.
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Post by Deleted on Apr 6, 2013 10:05:32 GMT -5
Sorry about the double post. ![](http://images.proboards.com/new/smiley.png) * No problem, hon. It happens. I deleted the duplicates. - mmhmm ![](http://images.proboards.com/new/smiley.png)
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Shooby
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Post by Shooby on Apr 6, 2013 10:07:55 GMT -5
Well, as the mom, i was the one who ALWAYS figured out the babysitting. It is just what i do.
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Post by Deleted on Apr 6, 2013 10:14:04 GMT -5
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raeoflyte
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Post by raeoflyte on Apr 6, 2013 11:52:41 GMT -5
The question this raises is why are you responsible to figure out the babysitting when he is the ones whose hours are moving around? Perhaps you should give him the responsibility and that would help him balance between negotiating with management versus reorganizing the babysitting. Good point. The shifts they want him to take would give us 1 or 2 actual days off together. Except for 3 months last year during another temporary change we haven't had days off together besides vacations for 10 years. So he'd really like me to find a way that either schedule would make sense for us. But I really can't. One raises our daycare by 300 a month, and the other by $600, and we've scheduled the kids activities through June which will have to be rearranged. He needs to get more info and see what the 4 day shifts they want are so we can figure things out and talk to the babysitter. They can't hire a stude because the job requires a degree and certification. It's not a high paid field though which means most employees have 2nd jobs or are in school.
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raeoflyte
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Post by raeoflyte on Apr 6, 2013 12:02:14 GMT -5
Originally, he was told training would be 2 weeks. Somebody told him the other day that most people train for 3 weeks. The semester ends at the end of this month. Dh will have to call in sick one day and take a personal day for finals, if the training isn't completed. He doesn't need notes or anything from other students. I think he knows the material just as well as his instructors. He's a smart guy. He'll be graduating with honors and I'm super proud of him. ![](http://syonidv.hodginsmedia.com/vsmileys/heart.png) Yay Mr. Wrongside! A 4.0 while working and having a family is no small feat!
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zibazinski
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Post by zibazinski on Apr 6, 2013 18:43:33 GMT -5
I'm so sorry that your husband is being inconvenienced by someone else's choice. This is not a good place to work that insists others accommodate this affair. They need to hire a qualified staff person to cover the former employees shift.
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973beachbum
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Post by 973beachbum on Apr 7, 2013 13:03:30 GMT -5
I'm so sorry that your husband is being inconvenienced by someone else's choice. This is not a good place to work that insists others accommodate this affair. They need to hire a qualified staff person to cover the former employees shift. I used to be the mgr of a phone bank that had two shifts. We only had two shifts but there were days when someone had to stay and work a double because someone got sick on the second shift. In their case the day shift was always left holding the bag because second shift didn't have a shift coming in after them to worry about. The company had a mandatory OT policy but for some reason we had people who were hired before me that had no OT agreed to when they were hired. Personally I wouldn't have hired them with that requirement. I think it just puts too much of the weight on the other employees but once it is done I felt obligated to live up to the terms that were worked out when they were hired. All that said on any given Tuesday I couldn't remember my own schedule. I certainly wasn't remembering anybody else's. ![](http://images.proboards.com/new/wink.png) I felt that everyone there was an adult. It was their responsibility to tell me that they couldn't work second shift. And believe me some people had no problem telling me that! If one of them had instead told me about their daycare problems I wouldn't have thought it meant "I can't work that shift". I would have just put it down to general griping and forgot about it. My point being, did he actually say "no I can't work that shift and my contract/agreement said no day shift"? (or whatever it says) If he didn't actually say it outright I don't know that I could consider it their fault that they didn't read his mind that he was saying he couldn't do it, when he didn't actually say that. I am not trying to pick on him or anyone just putting it out there that others dont pay nearly any mind to our lives and you have to be proactive about speaking up. Good luck!
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zibazinski
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Post by zibazinski on Apr 7, 2013 13:06:10 GMT -5
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973beachbum
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Post by 973beachbum on Apr 7, 2013 13:08:41 GMT -5
Thanks for understanding Zib. I thought that everyone was going to think I was crazy, which I probably am ![](http://images.proboards.com/new/grin.png) , reading that post. ![](http://images.proboards.com/new/shocked.gif)
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zibazinski
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Post by zibazinski on Apr 7, 2013 13:14:49 GMT -5
Can your husband pick up any weekend shifts for the employee without causing you guys harm? When he says he cannot help out except for that time, it might be helpful, but if he can't work for her without harming your family or finances, he needs to say he cannot do it.
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raeoflyte
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Post by raeoflyte on Apr 7, 2013 13:56:29 GMT -5
Well, bitching on the internet always seems to fix my problems, so... We are really suffering by not winning lotto. Dh's schedule isn't changing. His shift mate is reworking her 2nd job schedule to go back to the other side of the week. But just to answer questions, he was hired for a specific 3 day overnight schedule. At first it was because of school, but he's told them we've scheduled daycare around that same schedule. Zib-we literally work opposite shifts, so my 2 days off are the middle of his work week. He picks up half shifts when they pop up because then he can still sleep some.
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zibazinski
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Post by zibazinski on Apr 7, 2013 14:05:20 GMT -5
Well, I'm glad it worked out for you. Simply saying I cannot work those extra shifts should be enough for the employer. That's the perk of being an employee. The employers problems aren't yours.
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Shooby
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Post by Shooby on Apr 7, 2013 18:26:33 GMT -5
Well, I'm glad it worked out for you. Simply saying I cannot work those extra shifts should be enough for the employer. That's the perk of being an employee. The employers problems aren't yours. Well, i have actually never worked anywhere where the employers problems WEREN'T mine as an employee! ![](http://images.proboards.com/new/cool.png)
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zibazinski
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Post by zibazinski on Apr 7, 2013 18:30:06 GMT -5
As a former employer, employee problems were OUR problems, not other employees. I would never expect or ask another employee to handle something that wasn't their responsibility.
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Shooby
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Post by Shooby on Apr 7, 2013 18:43:15 GMT -5
Well, then you are a rarity.
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Post by Deleted on Apr 7, 2013 21:15:20 GMT -5
As a former employer, employee problems were OUR problems, not other employees. I would never expect or ask another employee to handle something that wasn't their responsibility. This isn't filling an admin assistant position for a couple months. How easy do you think it would be to temp fill a specialized skill on an overnight shift?
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zibazinski
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Post by zibazinski on Apr 8, 2013 6:10:01 GMT -5
They need to hire someone new, period. This woman isn't coming back and if, by some miracle, she does, then let the other person go or absorb them into the employee group. If the new hire is good, there's always room for a good employee, even by letting one not so good go, if need be.
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973beachbum
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Post by 973beachbum on Apr 8, 2013 6:13:20 GMT -5
As a former employer, employee problems were OUR problems, not other employees. I would never expect or ask another employee to handle something that wasn't their responsibility. This isn't filling an admin assistant position for a couple months. How easy do you think it would be to temp fill a specialized skill on an overnight shift? Easier than hiring two, because you pissed off a second one by refusing to hire the first one. ![](http://images.proboards.com/new/shocked.gif)
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Shooby
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Post by Shooby on Apr 8, 2013 6:13:38 GMT -5
What they SHOULD do is one thing. But, for one, they can't fill this woman's job while she is on leave. I presume she is planning to come back to her job. And, even if they did bring someone on, by the time she/he is trained , the lady will probably be coming back to work. Nowadays, companies are not going to add staff unless they have to. You aren't going to bring someone on for 3 months and let them go. Yes, SOME jobs can be filled by temps. But, there are a lot of jobs and specialized skills that cannot. And even if they want to hire temps, that doesn't mean there are any available to start right away.
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Post by Deleted on Apr 8, 2013 7:46:14 GMT -5
They need to hire someone new, period. This woman isn't coming back and if, by some miracle, she does, then let the other person go or absorb them into the employee group. If the new hire is good, there's always room for a good employee, even by letting one not so good go, if need be. Every women who goes on maternity leave doesn't come back? Time to stop hiring women of childbearing age. The is nonsense. The smart employer does exactly what this one is doing - tries to make do until they find out if the person is coming back. Or maybe the should hire and then if the women comes back, they just lay off the new person? Is that the right solution?
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973beachbum
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Post by 973beachbum on Apr 8, 2013 8:12:12 GMT -5
They need to hire someone new, period. This woman isn't coming back and if, by some miracle, she does, then let the other person go or absorb them into the employee group. If the new hire is good, there's always room for a good employee, even by letting one not so good go, if need be. Every women who goes on maternity leave doesn't come back? Time to stop hiring women of childbearing age. The is nonsense. The smart employer does exactly what this one is doing - tries to make do until they find out if the person is coming back. Or maybe the should hire and then if the women comes back, they just lay off the new person? Is that the right solution? This is one of those cases that they need a certain number of people there for all shifts. For office jobs we all just sucked it up and divided the work of the person on leave. You can't do that at a hospital, even an animal one. If they need three AHT's(AKA a doggie nurse) a shift, they need three AHT's a shift. It sounds nice to say "hey I know you can't work days but you are going to do it" but in reality the AHT's just quit and get another job. The other end of the coin to it is hard to find someone for this job is it is easy to find another job when you want one. ![](http://images.proboards.com/new/shocked.gif) This is one of those jobs that IMO is grossly underpaid for the education required. Around here they get paid a little more than the kid working the counter at BK. But they need the cert plus work for pain in the ass vets with unrealistic expectations. Personally if I was the OP's DH I would start putting out feelers for other vets in the area to find a new job.
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raeoflyte
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Post by raeoflyte on Apr 8, 2013 8:51:31 GMT -5
If I were in charge of scheduling, this is what I'd do. 1) accept that 90%+ of my staff are younger women who may end up on maternity leave. Not to mention it is a physical job and employees end up on workers comp leave for wrenched backs, torn knees, etc. 2) if at 5 months I didn't have a plan in place to cover said leave, I'd ask my overnight and swing crew if they had ideas/suggestions. Because if you are going to hire someone new, you need to do it by 7 months so you have enough time to train them and at least then they have some buy in. Alternative options I would also try for would be moving a swinger to a 6pm-4am shift, and a day person move up their shift to start at 4am. 3) my next opportunity to hire I would advertise for a swing/overnight position on a rotating schedule. 4)anyone who left on good terms I would try to recruit them as relief techs to cover one or two shifts a month for vacations and then hopefully have a few people who could help out in cases like this too.
This is the 3rd overnighter to take maternity leave in a year (including Dh who took 6 weeks when dd was born).
Mmc has a good point that a month is a good amount of notice, however it isn't always good enough to rearrange daycare, school schedules and 2nd jobs. The employer can say too bad, and build a staff of people who don't have outside obligations, or communicate with staff more for solutions that work on both sides.
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Shooby
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Post by Shooby on Apr 8, 2013 14:47:05 GMT -5
So, apparently none of you inconvenienced any of your coworkers with Maternity leave?
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zibazinski
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Post by zibazinski on Apr 8, 2013 15:49:10 GMT -5
Nope.
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