Phoenix84
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Post by Phoenix84 on Jul 15, 2014 20:22:43 GMT -5
I have discussed previously in my "so it begins again" thread the issues I've been having with my supervisor.
The short version is she's been on the warpath against me since she started in late march. Issued letters of discipline and threatened to remove me from my job duties as a federal radiation safety professional over a specific incident where she's claiming I'm a danger to the public, myself, and others.
Anyway, she finally did it. She has reassigned me to administrative duties for "+/- 60 days." I am not to engage in any of my previously assigned duties.
So, I don't know.
In the short term I'm going to play along and talk to HR tomorrow about the protocol that has to be observed in situations like this. My understanding though is that no official disciplinary action has been taken against me yet, so there may be nothing official to appeal. However, it has gotten to the point where upper management is going to get involved.
I'll want to challenge the decision to upper management, but her reasoning is very vague. She's been doing some type of investigation, but won't share any results with me. So it's hard to prepare a adequate defense or appeal when she hasn't made clear, point by point, her beef with me or what I did, and what she's found out on her own. So I think the first step is to try and get that information, if they'll give it to me. If they take official action against me, they HAVE to provide that information, if it's not official, I don't think they have to.
So, as I said, in the meantime I'll play along with their administrative duties and requests. I'll try to keep my cool and be professional. I'll try to get a understanding of protocol, then try and gather what information I can, then make my case against her and her decisions. I have serious doubts they'll be able to cover all of the regulatory duties I do on a regular basis. But, maybe that's for the best. If things start slipping it'll be her fault, not mine.
I don't know how this is all going to play out. That's one of the most stressful things about all this. I can see it playing out any number of ways. All I know right now is that it's all going to be "out there" and her decision is going to affect a lot of people, managers and customers included. Whether that will play out in my favor or not remains to be seen.
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zibazinski
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Post by zibazinski on Jul 15, 2014 20:23:51 GMT -5
WTF?
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GRG a/k/a goldenrulegirl
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Post by GRG a/k/a goldenrulegirl on Jul 15, 2014 20:37:04 GMT -5
Phoenix, this MIGHT actually work out in your favor, so hang in there and be as professional as possible and answer all questions as truthfully as possible. SOMETIMES, people who feel vulnerable or exposed take on a "the best defense is a strong offense" approach. You told us that she does not have the necessary nuclear safety background. She may realize what a huge deficit she has in that regard, so she is backing you in to a corner to keep you from exposing her. Not to worry--I suspect she will soon expose herself IF upper management and HR truly value nuclear safety. Dot all your your i's and cross all of your t's and ride it out with complete integrity and let the chips fall where they may. We're here for you if you need to vent.
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Nazgul Girl
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Post by Nazgul Girl on Jul 15, 2014 20:54:41 GMT -5
Wow ! Sorry, Phoenix. I'd say you're doing the right things. Try and talk with HR tomorrow as planned, and try to wait her out. I'm wondering who they're going to have perform the nuclear safety duties. It's not like they can call a temp agency and get a qualified specialist out tomorrow. Keep us posted. You are a quality person and deserve better than this.
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suesinfl
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Post by suesinfl on Jul 15, 2014 21:03:39 GMT -5
Sorry to hear about this, but who the hell is going to cover your duties. IIRC, you have said that there is nobody there that can do your job and that there is a hiring freeze.
Not sure what all your job entails other than very strict adherence to nuclear regulations, but it sounds like this action could be a cause for alarm to the rest of us.
Best of luck to you!
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Phoenix84
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Post by Phoenix84 on Jul 15, 2014 21:06:57 GMT -5
Thanks.
I agree, all of this may work out in my favor in the end.
But her doing this is going to cause a lot of questions to come her way, and some very serious concerns about how regulatory requirements are going to be met. I will direct all concerns to her, put her on the spot. I'll try to keep it professional and level and wait.
I think things might develop rapidly now. I honestly can't see this decision sticking, at least all of it, for sixty days. There's just too much crap to do and no one else can do it.
I am very worried, but I'm doing my best to be the consummate professional. I'll have to let the chips fall where they may and take what comes. At least now she's the aggressor.
I made some mistakes, and I'm willing to own up to them. But I think this is way overblown.
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GRG a/k/a goldenrulegirl
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Post by GRG a/k/a goldenrulegirl on Jul 15, 2014 21:07:53 GMT -5
Document the fact that she put you on straight administrative duties and that you are relieved of certain critical duties for the next 60 days. I would do it both in an email and in hard copy and cc:HR. You don't want it to become her word against yours.
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8 Bit WWBG
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Post by 8 Bit WWBG on Jul 15, 2014 21:14:33 GMT -5
I'm sorry Pheonix. This is definitely stressful and its going to take a lot of patience and skill to outlast this.
Definitely research your options and rights. You want to be ready to react since for the time being, it seems like you are going to have to wait and see. You are going to have to be vigilant so that you don't add to her list of ammunition.
Hopefully her "investigation" is all nonsense. She already has the strike against her in the form of the previous action you got overturned. Hopefully the damage from suspending the guy who handles nuclear safety is strong enough to set her straight.
ETA: do you already have documentation of what the impact will be of you not performing your duties? I mean a real impact analysis of what you do routinely, regulatory support for why it must be done, and most important, what the penalties or risks are for doing it? (It is kind of administrative work to document what you do and what the importance is). Statements like "failure to complete and submit the weekly TPS inspection results in a $1M fine per violation" or "if the containment unit is not kept up to code, the resulting explosion could level 10 square miles" tend to turn heads.
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GRG a/k/a goldenrulegirl
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Post by GRG a/k/a goldenrulegirl on Jul 15, 2014 21:14:38 GMT -5
To show your professionalism and your commitment to your job, I would even email her and cc:HR when certain inspections/reports/critical duties are due as each due date arises--like a friendly reminder--closing with a statement along the lines of that you will not perform that duty unless she gives you explicit instructions to do so. That will show that you DO, in fact, know your job and how to do it.
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ArchietheDragon
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Post by ArchietheDragon on Jul 15, 2014 21:16:40 GMT -5
Go out, get drunk, take home a skank and get freaky with her. You will solve your work problem and finding a girlfriend problem simultaneously.
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busymom
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Post by busymom on Jul 15, 2014 21:17:53 GMT -5
So sorry, Phoenix! It sucks when nothing you do can please a boss. My guess is your experience makes her uncomfortable, due to her LACK of appropriate experience.
Hmmm. The super volcano is showing signs of life in Yellowstone (melting roads), & Phoenix's boss is in charge of "radiation safety", lacking the skills. Anyone else just a teensy bit nervous?
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Lizard Queen
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Post by Lizard Queen on Jul 15, 2014 21:25:11 GMT -5
Sorry, Phoenix. Hopefully, when the higher-ups figure out how much they need you, they'll tell her to back off. (One can always hope, anyway. )
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Apple
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Post by Apple on Jul 15, 2014 21:31:14 GMT -5
I am so sorry you are having to deal with this. I have my own stuff going on with management right now, and it's really hard to keep any kind of positive attitude. Just make sure whatever you do is completely above board, continue to document, and make sure any and all regulation issues coming your way get forwarded to her and whoever is supposed to be taking on the duties, that way they can't claim you tried to withhold information.
I'm hoping she's on some kind of probation with this job and all she's going to end up doing is shooting herself in the foot. Good luck.
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drivingaround
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Post by drivingaround on Jul 15, 2014 21:44:12 GMT -5
Sorry Phoenix, this sucks and based on all your updates you've taken her feedback (and ours) seriously and attempted to adapt and make changes. Seems so bizarre she has it out for you this bad given how specialized your position is. Not like she can hire her brother's girlfriend or some other chum to just step into the vacant spot.
Goldengirl's post #8 is spot on. That is a highly professional approach and helps level the playing field (i.e., she can't prove that you didn't tell her when reports were due as a point of you not doing your job or being difficult) and also ensures your company stays compliant.
You have no idea what this new "safety incident" is about or you know but don't see it as the same magnitude she does?
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Phoenix84
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Post by Phoenix84 on Jul 15, 2014 21:49:15 GMT -5
I'm sorry Pheonix. This is definitely stressful and its going to take a lot of patience and skill to outlast this. Definitely research your options and rights. You want to be ready to react since for the time being, it seems like you are going to have to wait and see. You are going to have to be vigilant so that you don't add to her list of ammunition. Hopefully her "investigation" is all nonsense. She already has the strike against her in the form of the previous action you got overturned. Hopefully the damage from suspending the guy who handles nuclear safety is strong enough to set her straight. ETA: do you already have documentation of what the impact will be of you not performing your duties? I mean a real impact analysis of what you do routinely, regulatory support for why it must be done, and most important, what the penalties or risks are for doing it? (It is kind of administrative work to document what you do and what the importance is). Statements like "failure to complete and submit the weekly TPS inspection results in a $1M fine per violation" or "if the containment unit is not kept up to code, the resulting explosion could level 10 square miles" tend to turn heads. The adverse action previously overturned was from a previous employer. That wasn't my supervisor currently.
It would be difficult to do such an analysis. I can't prove that they CAN'T do it. And the results are vague as well. Usually the NRC won't take drastic action immediately, but enough goes wrong they can suspend operations.
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Phoenix84
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Post by Phoenix84 on Jul 15, 2014 22:04:09 GMT -5
Sorry Phoenix, this sucks and based on all your updates you've taken her feedback (and ours) seriously and attempted to adapt and make changes. Seems so bizarre she has it out for you this bad given how specialized your position is. Not like she can hire her brother's girlfriend or some other chum to just step into the vacant spot.
Goldengirl's post #8 is spot on. That is a highly professional approach and helps level the playing field (i.e., she can't prove that you didn't tell her when reports were due as a point of you not doing your job or being difficult) and also ensures your company stays compliant.
You have no idea what this new "safety incident" is about or you know but don't see it as the same magnitude she does? Both.
I can't go into great detail about it.
Basically, something happened that should have prompted more investigation than I put into it. I didn't investigate thoroughly because I knew it had to be a fluke, because I know the history of the space and that things don't happen for no reason. What evidence I do have and have documented show nothing was out of the ordinary. She thinks I didn't properly respond and recognize the hazard which way or may not have existed. She's made cryptic remarks about not believing me on some things, but I have no idea what she's after. Supposedly, she's doing her own investigation into it. As I said, she's been extremely vague at what's she's digging for and what she thinks happened. All she's been saying is that she's concerned about the safety of contractors, workers, and the public and that's why she needs to do this, but not going into the details about why that's the case. Presumably, if there really was an accident that I didn't respond to appropriately, she would have told me immediately and the first priority would be remedial action and really ensuring the safety of workers and the public, not doing this.
I can see how I should have responded differently and not relied on my previous experience to make the determination I did, but as I said, everything that I can find points to that I made the correct assessment.
It's pretty hard to give an appropriate response/defense when I don't know what her "charges" are.
I have been accumulating evidence that nothing happened, so we'll see.
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Phoenix84
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Post by Phoenix84 on Jul 15, 2014 22:06:46 GMT -5
I don't understand it. Maybe she's trying to intimidate me. Maybe she is insecure. Maybe she's too far in and doesn't think she can back out gracefully.
She's moving awfully fast on these things. And that's how mistakes happen. My previous employers can attest to the consequences of making mistakes in protocol.
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Deleted
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Post by Deleted on Jul 16, 2014 0:14:14 GMT -5
I don't understand it. Maybe she's trying to intimidate me. Maybe she is insecure. Maybe she's too far in and doesn't think she can back out gracefully.
She's moving awfully fast on these things. And that's how mistakes happen. My previous employers can attest to the consequences of making mistakes in protocol. If you have had this issue multiple times with employers, you are likely the issue.
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Phoenix84
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Post by Phoenix84 on Jul 16, 2014 0:39:36 GMT -5
I don't understand it. Maybe she's trying to intimidate me. Maybe she is insecure. Maybe she's too far in and doesn't think she can back out gracefully.
She's moving awfully fast on these things. And that's how mistakes happen. My previous employers can attest to the consequences of making mistakes in protocol. If you have had this issue multiple times with employers, you are likely the issue. Perhaps, though it doesn't explain why other employers seem to have no problems with me.
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Deleted
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Post by Deleted on Jul 16, 2014 1:16:12 GMT -5
Being removed from duties and assigned to administrative for +/- 60 days isn't an official action?
She has a target on you and is bound and determined to 'be right about you'. Why is she escalating? HR probably told her that she couldn't threaten you with insubordination based on the prior interactions. She "lost" that battle, so now she wages war. She sounds hot headed in addition to being a micro-manager.
I'd have myself an attorney within a day or two.
I sure hope that one of those jobs you applied for comes through!
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Wisconsin Beth
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Post by Wisconsin Beth on Jul 16, 2014 8:09:33 GMT -5
Sorry Phoenix, this sucks and based on all your updates you've taken her feedback (and ours) seriously and attempted to adapt and make changes. Seems so bizarre she has it out for you this bad given how specialized your position is. Not like she can hire her brother's girlfriend or some other chum to just step into the vacant spot.
She might be assuming otherwise. Or she thinks that someone's got just enough on paper to justify an under-filling hiring while they learn the ropes. I'm sorry Phoenix. Do you have a union? I don't remember but I'd definitely be involving them if you have one. And possibly a lawyer.
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NomoreDramaQ1015
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Post by NomoreDramaQ1015 on Jul 16, 2014 8:31:19 GMT -5
I can see how I should have responded differently and not relied on my previous experience to make the determination I did, but as I said, everything that I can find points to that I made the correct assessment.
She doesn't know that because she doesn't have the background.
I learned a similar lesson with the boss before this one. She came from an institute where their animal facility did EVERYTHING for them. Here they provide you with a room and cages, that's it the rest of it is all on you. I took for granted that I understood how the system worked.
To her I wasn't being efficient or productive. I knew I was doomed when she told me that running a 26 transline colony should only take me 8 hours a week.
I realize now I shouldn't have assumed she understood why I had to spend 1-2 hours every day in the animal facility. That's partly what got the ball rolling.
I doubt it would have saved my job but I keep that in mind now when certain things arise that I need to make sure my boss fully understands what is going on and why. I can't just assume they understand why I am doing what I am doing.
Also even if it is a giant PITA I can't rely on "experience", I need to suck it up and follow procedure by the book 100% so we're all on the same page.
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Deleted
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Post by Deleted on Jul 16, 2014 8:35:17 GMT -5
you're a civil servant, right? she can't just get rid of you. she has to document the problem, you have to be given an official PIP, time to execute the PIP, and a review 6 months later to see if you've fulfilled the PIP. I would document absolutely everything so you can respond to her accusations. I would also ask HR for something officially in writing documenting your being pulled off regular duties and assigned to administrative stuff.
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Phoenix84
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Post by Phoenix84 on Jul 16, 2014 8:45:00 GMT -5
you're a civil servant, right? she can't just get rid of you. she has to document the problem, you have to be given an official PIP, time to execute the PIP, and a review 6 months later to see if you've fulfilled the PIP. I would document absolutely everything so you can respond to her accusations. I would also ask HR for something officially in writing documenting your being pulled off regular duties and assigned to administrative stuff. I know, at least in theory.
When this was going on yesterday, we had a little back and forth on this issue. I asked (or stated) this isn't an official disciplinary action, since they gave me no option to appeal. She talked about how in serious cases steps in the "progressive discipline" could be skipped. So I guess in theory, she could try to jump straight to some serious adverse action, but I would imagine that would carry with it a pretty damn high burden of proof. And as I said, skipping steps and ignoring protocol in situations like this will get her into trouble fast.
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zibazinski
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Post by zibazinski on Jul 16, 2014 8:45:59 GMT -5
I second getting a lawyer. The higher ups may be scared because she's a minority and a female and its easier to you. They may very well want to get rid of her but can't. In all things some people have to be hired no matter what their qualifications are. As teachers our hands were tied on a lot of things that parents who THREATENED to hire lawyers to get accomplished managed to do while we were voiceless.
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Deleted
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Post by Deleted on Jul 16, 2014 8:53:46 GMT -5
Phoenix, Is this the first female boss that you have had?
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GRG a/k/a goldenrulegirl
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Post by GRG a/k/a goldenrulegirl on Jul 16, 2014 9:05:47 GMT -5
She might also be trying to push you out of the way so that she give herself a crash course in nuclear safety. If she screws up in the process, she'll blame you. So, politely document, document, document and cc: HR on EVERTYTHING. OH, and keep hard copies of all of your documentation at home. Your computer access could very well be shut down or even compromised. I don't mean to be alarmist or paranoid, just reasonably cautious.
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achelois
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Post by achelois on Jul 16, 2014 9:13:46 GMT -5
Sorry you are going through this. Stay polite and professional and document as others have said. I hope it will be resolved favorably for you.
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emma1420
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Post by emma1420 on Jul 16, 2014 9:52:38 GMT -5
She might also be trying to push you out of the way so that she give herself a crash course in nuclear safety. If she screws up in the process, she'll blame you. So, politely document, document, document and cc: HR on EVERTYTHING. OH, and keep hard copies of all of your documentation at home. Your computer access could very well be shut down or even compromised. I don't mean to be alarmist or paranoid, just reasonably cautious. I second all of this (as well as basically everything else GRG has recommended), especially the part about ccing HR on everything. If you think that ccing HR will cause an issue then blind copy them on everything, so that they are in the loop. I definitely see this situation as one where Phoenix can't win. Getting out would be the best bet, and I would start making sure that the other people that you work with are willing to provide you with great references. So at the very least you will have everyone else you work with saying great things to contradict the other things that you boss may say. The only thing I would recommend is that you ask your boss to communicate her directions via email, and I would ask HR if they can make this request of her as well. If she doesn't provide her instructions via email, then you email her (ccing or bccing HR) with the directions she has provided and ask her to confirm that this is what she wants. If nothing else at least you will have in writing what has been requested of you, and there will be limited opportunity for miscommunication.
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HoneyBBQ
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Post by HoneyBBQ on Jul 16, 2014 13:49:33 GMT -5
Is there some water somewhere we shouldn't be drinking? You can tell us.
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