Murphy's Laws by Topic
Having the answers out there is valuable, maybe not for people who read your blog all the time, but to refer people and for searchers. I want to make sure that I remember to bring them up in the interview, given the opportunity. Assuming your knew your spouse was in the military when you got married then quicherbitchen.
Murphy's Laws of Computation
What does your husband do? My contract expires in a few months, and there is the chance of the company converting me to full-time. But the top part of it really does look like a check. However, we actually include a commitment duration in our job postings, and we follow up on that in interviews. They may do so, but they should make it very clear you owe them no explanation. It would be up to them if they wanted to accomodate her request or not.
There are a bunch of former health executives in Alberta that yesterday learned that not only are they not required to pay out bonuses but that doing so, after being asked by the government to reconsider, cost them their job because said execs are employed by the government. Some union contracts guarantee it. That normally works as follows: Raise percentages are known and often renegotiated every few years.
Oh, I totally agree. But maybe she thought a COLA increase was standard we used to in the federal government until a few years ago. But, Alison is correct. The one I really remember was this guy who started out as a cart pusher at How are you getting the increase? A professor at my college told me why. If you make minimum wage and the minimum wage goes up , the law requires that you be raised to a new minimum wage.
When I was in high school working as a cashier in a grocery store, I was hired at 10 cents above minimum and received as everyone did small raises every six months. A few years later, a state minimum wage increase hit, and suddenly I was making the exact same wage as the people they just hired. I was highly unamused by this, I have to say.
I worked my butt off in a retail store in college, doing everything I could to get every possible raise I could. In the end I was training new hires who were making 25 cents less than I was because the min wage had been raised so much ….
Person A wants person B to suffer because Person A had to at one point. I did not want new hires to suffer. I simply wanted my compensation bumped up at the same rate. In my case though, it was a retail store, pretty much all college students doing short stints and lots of year olds complaining about having to work, being broke and learning about the real world. We thought we were So Underpaid. But as someone pointed out below, a lot of things are prescribed by company policy and not by law.
Not everyone knows the difference between those in practice. My eye rolls have gotten a little out of control. Another part of this is that often, these questions are coming from minimum wage jobs, where people are often overworked and treated poorly. I often do that, actually, but some end up here because I assume that if one person has the question, others probably do too.
Frankly, to me the questions are entertaining and a little bit of a reality check that reminds me how little people know about employment law. They also can be plain old amusing to read. Find a new job. That would be somewhat hilarious.
I think they are very helpful and should be kept in. You even got a question below about COLA raises and if they are mandatory, so obviously people do not know these things and your posting the answers helps more than just the question-asker. It keeps it interesting and makes it more likely that at least one or two of the questions piques my interest or is relevant to me. And for someone in a totally different sector, one or two of the other short answers may be relevant to them.
For your regular readers, it might seem redundant. However and I believe I have mentioned this before , I have been baffled by the misconceptions people have about what is legal and what is not in the workplace. I think a lot of them serve a good purpose in correcting misinformation and urban legend. I know better now, but I certainly operated under misapprehensions for years. Maybe only post the ones that are quite unique? Just some of my thoughts.. You make a good point about being a regular reader and knowing most of the time…this is one of the truly great benefits Alison provides.
Read regularly and you begin to internalize the laws and logic involved in workplace situations. Yep, I tried it in a few classes last year. We cover interpersonal dynamics in my first semester course quite extensively.
Its interesting to see what high school kids come up with. Some of them had actually dealt with similar situations in various high school jobs working in a sub shop, lifeguarding, covering the fast food window, working retail, babysitting etc…. I will probably expand on this for next year and can send you what we discuss at that time…. When to Be Outraged. And I guess you get ones that we all may be wondering about from time to time.
I think it is also valuable in a search engine kind of way. Next time someone goes out to search for it is legal for my employer to not give me a raise then this will come up. Having the answers out there is valuable, maybe not for people who read your blog all the time, but to refer people and for searchers.
We are taught that the law is the ultimate protection when someone wrongs us. We know this, as frequent readers of this blog, because Alison points it out on an almost daily basis. Your employee might be trying to set boundaries.
On the flip side, this is what your employee could have written in here: The deadline is tomorrow. My boss has known about this deadline, but today, she came and dropped a whole bunch of data entry stuff on me! I know the big project is priority 1, as does boss! It might help to remember that sometimes, when the department is swamped, managers need to roll up their sleeves and help, or at least rethink how they are prioritising workload vs.
In a tight deadline, my manager offer to help where they can. Agree, I can see this from both perspectives. I would rather my employee tell me he needed help and ask me for mine than I would he feel overwhelmed and stressed and miss a deadline.
A lot of my managerial tasks can be put off in order to keep the workflow moving. Speaking of which, where did the practice of having Fiscal Year start in mid come from? Some companies choose different fiscal years due to the timing of business. Having the year end at Christmas means that they have to do all their year-end financial stuff during their busiest season.
It can also add a lot of variability into individual years, depending on whether people bought late in the season or early in the season. An ice cream company, which has its busy season from June through August, is more likely to have a September or December year end. Thank you for posting this! I usually just use FY to avoid any confusion. I work for a university so the fiscal year runs Sept. I work at a university as well, and ours runs April 1 — March Many arts organizations run their fiscal year July 1 — June 30 because of the timing of their programming — a theatre season, for instance, tends to run on an academic year schedule.
On the other hand, my theatre company runs Jan 1 — Dec 31 because we tend to tour shows over the summer, so having our fiscal year break in the middle of a tour would be awkward and counter-productive. This is a very good point! But I am fairly certain that our fiscal year follows the calendar year. I find these kind of conversations so difficult! On the one hand, I think it can be good for the team to see you jump in and get your hands dirty once in a while, plus it keeps you in touch with how the work gets done.
With 2, I wonder: This is because the company is hyper-vigilant about not blurring the lines between W2 people and people, because of all the potential legal and tax problems that can incur if done badly. Sometimes the term is extended. Their earnings are reported on W2 forms at the end of the year, as being paid by the company. I took this to mean they are employed directly by the company they work for, but with a limited term.
I calmly asked him over and over again to lower his voice, because I felt uncomfortable by his aggression. I finally confessed to him that I thought his treatment towards me was personal and not related to our work, because he did not speak to any other staff members like that.
This struck a chord in him, because he knew I was right; his treatment towards me has always been based on personal feelings and not business. At this point I was overwhelmed with emotion: I was happy that he finally admitted, in his own words, that he was a sexist pig who would discriminate against me for personal reasons, but I was also sad and angry that I was being treated like this and it had nothing to do with my work performance.
It felt so unfair. Neither one of them did anything about it, and I remained at work, but I was treated like I was nonexistent. The final straw came for me when 5 of my performing arts students, all 7th grade girls, came to me and confessed different stories where they felt unsafe around my boss. I went to work the first monday back this week, and my boss continued to ignore me as he usually does. That guy let me come in, knowing that I was fired, and let me stay and work without saying a thing to me.
I know that none of the reasons have to do with the positive work I was doing. I was and am infuriated. So many women workers, maybe all women even, have experienced this before where a male boss feels like he can intrude upon you because he can and has the power to do so.
Under capitalism a workers labor is objectified, because she does not control her labor process or the fruits profit of her labor even though it is a a part of her.
While you are working the boss owns your labor, and can command you to do whatever he wants you to do with it, because you need that paycheck in order to survive. As a worker the boss tries to limit any power you might have over your labor and your work environment. In the same way a workers labor is objectified, women are objectified as sexual objects for the pleasure of men. This patriarchal oppression of women has existed before capitalism, but it has taken a different exploitative form under capitalism that we must study and understand.
These social relations can intersect in very oppressive ways and mutually enforce each other when a male boss can execute his power as a boss and as a man over you as a female worker, and can intrude into your life in many different ways. He can command you to work overtime and command you to fuck, and if you resist you are fired. This leaves women with general feelings of powerlessness. It is disturbing to me how so many women I come into contact with have similar experiences and stories.
Marxist revolutionaries understand the importance of struggle for human emancipation, as Marx pushes in the above quote, and we understand that the people must feel their agency. A huge part of that is bringing clarity to the people about the truth of the system and how it is designed to exploit and oppress. Our exploitation and oppression as women and as workers is not our faults! It is the system that relies on an oppressive division of labor that privileges rich men, and that disciplines us and keeps us in positions of inferiority and powerlessness.
As we learn the truth, together, we can build networks of women and of workers who can take the power back for ourselves and hopefully smash this system and its oppressive social relations that come in many forms and places.
I dont have time to read the whole thing right now but I wanted you to know that we are with you all the way in LA. Whatever we can do to help! This is incredibly emotional and beautiful. You tie in both how people in power in capitalist society, even women or poc, turn their backs on other women in the process of being rulers.
But you also clearly lay out why it is crucial for the emancipation of ALL people that anti-patriarchal battles are at the forefront: This must change and we must build women power as well as worker power in order to fight the boss with stronger and more advanced strategy.
This whole situation is disgusting and common, as with most things in this society. It would be up to them if they wanted to accomodate her request or not. Breezy AM October 2, , 9: And what they did to you after your miscarriage is disgusting. Yeah, it sounds like this buisness is really small and it might just be a poor fit. An example of this is how comfortable your boss is being loose-tongued around you.
Unfortunately a lot of companies will not be so transparent about their discriminating against a new mother, so it might not be the best time to quit; especially if you are using your companies health insurance. I completely agree with Wendy that you should keep quiet and document everything for now. I agree with everyone else that I would start looking for a backup plan after my paid leave was up just to have options available next year.
FireStar October 2, , Six weeks matenity is just crazy! I was barely walking properly from my C-section at 6 weeks. The nurse told me it would take 6 months to heal fully. I have no idea how women do it in six weeks, either especially if their newborn is an every two hour eater. I worked as the only legal secretary for a private practice attorney. I went back at part time after two weeks after a c-section.
I was able to take my daughter with me, which helped. But people do what they have to do. Monkeys mommy October 2, , 2: MissDre October 2, , He has no right to be surprised or have a bad reaction. Bcamber October 2, , So they would be lucky if she was only going to take 6 months.
Firestar October 2, , Personally I was lucky enough to take 16 months because my manager let me take a personal leave after my mat leave. Can you imagine if they had an employee find out they had cancer and have to be out for 6 months for chemo? Do you think the reaction would have been the same?
These people are awful. October 2, , 1: Actually, at my firm, a person was fired for precisely that reason. Not sure how they got away with it. RedroverRedrover October 2, , 1: October 2, , 2: RedroverRedrover October 2, , 3: Congratulations on your pregnancy! F-ck the interpersonal relations at the office. I say this as an employer. We all know maternity leave is a possibility…you work around it. Get to a lawyer to figure out the best way to protect yourself and your growing family.
The lawyer will guide you on what to say and when given the lines already crossed by your employer. Also, the legal situation may vary on company size, status of incorporation, interstate or not, etc. The two men may be reacting to the potential loss of their own income, the forfeiture of all they have invested, etc. We need more information. For example, LW may be able to do enough at home by computer to make it a win-win.
Addie Pray October 2, , What State are you in if in the USA? And how many employees does your company have? Those things are key. LW October 2, , Do you have a full year mat leave where you are? Oh, my take on it is I have no take on it….
I would have expected better maternity leave laws in Europe. You have to have worked for your employer for 6 months to be eligible for these benefits. In reality though, I worked at a very small firm before having my son and it is much more difficult to keep things totally impersonal in that kind of environment. I would struggle with working in a small firm where I felt hated.
If I were you I would probably be looking for a new job for after my maternity leave and just stick it out until then, but I appreciate you may not want to let them push you out. As Wendy said, the US unfortunately, lags way behind pretty much every other country in the world in terms of family leave policies. New Illinois law goes into effect Jan. It means in essense: Wendys Dad October 2, , Under the new Illinois law, if someone is on the rolls for only one day and then takes maternity leave, is that leave with pay?
And before you guys jump on me, by definition men take paternity leave, not maternity leave. X gets hired, starts work, and the next day declares that she is pregnant and takes a lengthy leave. Or am I wrong in my thinking? Is it paid leave, or just leave? Very few companies in the U. S offer full paid leave for maternity. Dear Wendy October 2, , Seriously, our maternity leave policies in the US suck serious donkey balls. I know many, many women who have had babies here and taken off from work, and almost all of them — even the ones who had been at their companies a while — had to sacrifice paychecks in order to stay home for a bit, especially if they wanted to stay home more than six weeks.
In general, we really do not value motherhood, parenthood, or families here. Nothing else matters as much as that. Just wanted to pipe in to say that there are different kinds of paid leave. It depends on the country. What really sucks about it is that it still makes it a huge advantage to have the man be the main breadwinner and the woman make less. Because typically the woman will stay home.
I do know a few men who went on leave, but they are few and far between. I would prefer a system where instead of sharing leave which is what we do right now , each partner gets their own entitlement to a specific length of leave. That way each person has to use it or lose it. I think about three years ago, my company revamped the maternity leave program, but I work for a 45, person firm…. Actually, I would love to work for a small firm again, but the medical benefits at a large company are almost too good to pass up.
Jess October 2, , 1: I am taking the full 12 weeks permitted by law and my boss had a TOTAL meltdown about it a conversation so outrageous and illegal that I should have recorded it. I have saved and scrounged up about 7 weeks of paid time off and will take the rest unpaid. I even asked about part-time or work from home but, nope!
In the meantime, the 7 weeks keeps dwindling because every OB appointment and there are SO SO many requires me to dip into sick time. Once I come back from my leave in March, I will have no paid time available to me until July. So I guess I will just plan not to be sick then. It really does make a person feel like families are not valued.
We plan to have only one child and the interruption of giving birth to it is a pretty small blip on a long long road of a full-time career. It seems crazy that we have so little support or protection for parenthood. This is the outcome of the free market.
Iamges: laws against dating your boss
He was very aggressive yelling and puffing his chest out like some wild beast. I went through this with my first pregnancy.
I have to assume LW is not in the US. I was and am infuriated. We should all strive to be so well informed.
Aggainst hope your work woes are the biggest anxieties you face over the course of your pregnancy, and I hope they are minimal. I feel like that laws against dating your boss and my boss will hate me for this, and I hate the fact that I care about that. It was just an excuse for him to attack me. The final straw came for me when 5 of my performing arts students, all 7th grade girls, came to me and confessed dating sites in ghana kumasi stories where they felt unsafe around my boss. F-ck the interpersonal relations at the office.
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