Recently, I’ve been having some physical and mental issues—both aiding the other.
September 20,2021 at 2:51PM UTC
And work exacerbates both. I received a note from my doctor to take some time off for a couple of weeks. My company doesn’t have FMLA, and my state has no laws in place either. I presented the note to my supervisor, and she flat out denied the request. Didn’t try to say, “well we can’t do that long, but I can give you a couple of days,”or something. Said that whatever I had going on would need to wait until January whether it was treatment or procedures or whatever bc she already had the schedule set for the remainder of the year. As if I can just put my health on hold.
I have worked for this company for two years and until recently, had only ever called out once after having surgery. I’m one of the top three workers here. Hardly ask for time off. Even when I have, I have trouble with that too. I know that others within the company call out and request off consistently with absolutely no issues. Even after telling me the schedule was set for the remainder of the year, she’s let people off that weren’t previously scheduled. It’s as if she needs one person to say no to, and I’m that person. I’m wondering if I should go to “HR” just to make sure there are no other options. Our company is small. 20 employees. We don’t necessarily have an HR, but we have one person who does HR duties. I wanted to go to my supervisor first bc I didn’t want to overstep her. Again, it’s a small company. The officer’s official title is not HR. Some of her duties do include on boarding for new hires and payroll. No one actually goes to HR for issues though, which is why she wasn’t my first point of contact. However, if there are other options, I want to know about them. Is it too late to go to HR? Would it seem like I’m overstepping since my supervisor already said no? These people have worked together for 20 years. My supervisor calls the other officer, “Mom.” Two years compared to 20 means I’m still relatively “new” without much pull. How do navigate this situation?
Browse recent posts
Would like to hear feedback:
I have a colleague overstepping, and it's very stressful.
I direct a large team of product owners. The colleague who is not working collaboratively is relatively new to this field, but not the company.
I can sense that she is insecure, and I know she's trying to show people she can lead new things, but -- she is trying to direct and take credit for work that one of my product teams is fully responsible for.
It's confusing teams outside of our department, as they know that I oversee all of these product teams, and it's not helping how people view her.
I am senior than her, and I want her to understand that collaboration is much better than competition.
I've set up one to one meetings with her, and she either does not accept them or when we've met, she continuously speaks -- even when I try to interject.
How do I have her realize, that she is overstepping and that collaboration is the way to success -- without directly saying "you are overstepping!"?
0 Likes • 2 Comments
For all the accountants out there.
Did you ever find it difficult to determine or justify the final costs that are posted to your p&ls.
I know that the costs should be determined by using the advise of our clients and senior management.
However, some costs were incorrectly calculated from prior months. This has resulted in the wrong accruals/posting repeatedly.
How does one feel comfortable in determining and confirming the correct costs in the p&l.
Should the determination of costs /correction of entries occur between teams or does one individual make a decision.
Unfortunately Ive never been involved in the budgeting and feel like I'm imposing if I ask for the budget.
0 Likes • 0 Comments
Has anyone continued the interview process but halfway through realized the job wasn't for them and decided to remove themselves from the candidate pool or did you complete the process and decline their offer?
For full context, I was previously in a remote role for almost 3yrs, but unfortunately got laid off in January. Being a single parent of 3 kiddos, remote work has allowed me to not only successfully parent but truly have the lifestyle I want and need. I thought I'd be able to entertain the idea of a hybrid role but just the thought of explaining to a manager that I need to leave at 3:30 to pick up my kids from school fills me with dread not to mention anxiety. I've been in far too many positions where I've had to leave because of a sick child, behavior issues at school etc....and made to feel inadequate not to mention guilty for even asking.
I'm grateful to have gotten this far in the interview process and know in this tough market it may take me longer to find the role that fits me. But I'm willing to gamble and wait for the sake of my happiness. Thanks for reading! :-)
0 Likes • 4 Comments
Amy suggestions regarding new certifications or what I can do to make my older experience more relevant!
Wanting to return to entertainment marketing in NYC and worked in the industry previously at a director level.
0 Likes • 1 Comment
How soon after starting a new job would you update your LinkedIn page?
I love my job but my boss is the only negative and if things don't change I will likely need to find new employment. This is my first job in several years. I just reentered the workforce after taking leave.
0 Likes • 4 Comments
I AM WORKING AS SENIOR EXECUTIVE CONSULTANT IN TELECOMMUNICATION.
Result-oriented professional with an experience of 4YEARS Experienced in leading dedicated teams for running successful process operations with proven capability of achieving service delivery/ organizational targets. Proficient in Setting up and driving best practices, facilitating inter team communication and leveraging synergies. Merit of delivering outstanding work and also received many awards like On The Spot Awards, Special Initiative Award, Rising Star and so on.