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Resign or quit
Hi everyone!
I’m nearing my 90 day review and I’ve had co-workers coming up to me telling me my supervisor is telling them that I have been making a lot of errors. He had said nothing to me.
I’m pregnant and honestly have anxiety when I get to work I’m only working to get things for the baby. I’m on edge and I want to quit I feel like everyone knows I suck at my job but my supervisor isn’t sitting down with me to go over any mistakes he is just waiting and building a file. I had no clue or have not been showed the errors I think it has something to do with my pregnancy.
I’m concerned should I resign or let them fire me. I did not plan on returning to this job after pregnancy it’s a bit immature and I don’t see the long term in it.
Christine Friedman
Empowering Entrepreneurs / Helping Firms Thrive
24
10/12/19 at 1:06AM UTC
This situation sounds like it is not a good fit for all parties involved. That being said, you committed to a job and, regardless of your motives, should put your best foot forward. If you don't like the the firm or the manager or role it is not meeting your expectations be honest. with yourself and the firm. You need to take charge, it's your career and your professional development. Go to your supervisor and find out if the water cooler talk is true. Take in the comments, digest for a couple of days and decide on next steps. You don't have enough information to make any decision right now. There maybe grounds for a constructive discharge but in this case you would likely need counsel. Since you have been in your current role for a short time, that road may not make sense especially if you had a probationary period. You may want to consider voluntarily leave as it was not a good fit. Before this happens, it is worth it to have a conversation with your supervisor. It could shed a lot more light on things and lessen your anxiety (which you may want to discuss with your OBGYN).
Anonymous
10/14/19 at 7:47AM UTC
Thank you Christi!
Peg Bittnerretired auditor now into volunteering
621
10/11/19 at 6:53PM UTC
There are a number of no-nos in this situation. First,why did the supervisor never discuss your errors or delegate that to a senior member of his staff? Have a question for you, did you announce that you would not be coming back immediately after finding out you were expecting? Did you consider if there would be any problems? No one can forecast the future.
I never believe anything co-workers tell me especially if it was information that they tell me that management told them about me that is personal. That action of management is not proper and you could go after your supervisor for compromising your privacy and your co-workers for slander. You may want to look into miss treatment due to pregnancy and mismanagement. First thing you need to do is get your ducks in order. Make sure you have all your facts in order and your plans laid
Good Luck in getting this all resolved just the way that is best for you.
Anonymous
10/11/19 at 6:22PM UTC
Correct me if I’m wrong here, but a supervisor or manager discussing subordinates with other subordinates is an HR Nightmare is it not? Either way, do you have a career plan post pregnancy?
Anonymous
10/11/19 at 5:25PM UTC
Based on your comments (so my caveat is that there may be more to the story), this reeks of both poor leadership and potentially pregnancy discrimination (and as an HR leader, I find it appalling!).
1) Writing you up for not pleasing a customer who - unbeknownst to you - is a "special circumstance" - is poor coaching/training on your manager's part. And if it's true that he/she is telling your co-workers that you're making mistakes rather than talking to you directly/privately, is terrible form and inappropriate.
2) Just because states are at-will does not mean employers are excluded from legal action if termination is based on discriminatory reasons, such as pregnancy (look up the 2019 Pregnancy Discrimination Act (https://www.eeoc.gov/laws/statutes/pregnancy.cfm) for more information.) Making comments about whether you plan to elect in benefits is a warning sign. Lack of training, coaching and information when you've asked for help, is another. I recommend you document all interactions (sorry - I know that has a stress all its own!).
Ultimately, you have a choice to make. Meet with your supervisor and see if you can get better feedback and training, while documenting anything that feels like discrimination. If you get fired, then you can choose to see if the EEOC agrees that you've been wrongfully terminated - or let it go. Or you can resign and leave them to deal with their own dysfunction. Ultimately, no job is worth that kind of anxiety and stress for you or baby-to-be. Best of luck to you!!
Marie NCertified Dementia Care Provider/Life Coach.
112
10/10/19 at 8:32PM UTC
I'm a bit confused as you indicate you are only working to buy things for the baby and that "you suck at your job." So it sounds to me like you are living a self-fulfilling prophecy where you do not want to succeed or even stay at the job. From your writing it seems you have made lots of errors on purpose and you are providing your supervisor with just cause for termination. I would think you need to really think about what you want and determine whether or not you stay. As to your supervisor, he/she can not fire you without cause so he/she must have documentation in order to proceed. I wish you the best as you make some decisions about what you want.
Anonymous
10/10/19 at 10:52PM UTC
If you work in an "at will" state (nearly all 50) an employee can be dismissed by an employer for any reason (that is, without having to establish "just cause" for termination), and without warning, as long as the reason is not illegal.
Anonymous
10/10/19 at 8:50PM UTC
Who makes errors on purpose? I do understand this is your point of view and that’s how I will receive that comment. Thank you.
Keri WilsonBusiness Excellence Consultant
792
10/10/19 at 4PM UTC
This is a bad fit. You're not happy. If you don't really need this job, why are you staying? You're miserable. Why did they say you wouldn't be receiving benefits even if you enrolled?
Keva Schulz, PhDMaterials scientist, inclusion lead, artist
60
10/10/19 at 12:30PM UTC
Bias or discrimination? Good recent article. https://www.huffpost.com/entry/elizabeth-warren-fired_n_5d9e2feae4b06ddfc512dfff
Anonymous
10/10/19 at 2:09PM UTC
Keva! What a interesting read I can relate to being written up 2 days after I told them I’m expecting they were more interested if I’d be enrolling in there insurance and quickly said I would not be receiving benefits either way. Thank you for the article!
Kathie Thomison911 dispatcher, Fur Mom, Wife
330
10/09/19 at 3:18PM UTC (Edited)
I would go to your supervisor and talk to them about what you’re thinking and feeling. I wouldn’t listen to your coworkers. Sounds like they are part of the problem, they aren’t stepping up to help you. Is there someone there you feel comfortable with asking for help?
Also, stick it out. I agree that the odds of getting unemployment are in your favor. You especially have a case since they have clearly havent done any interventions to help you.
Anonymous
10/09/19 at 4:56PM UTC
Everyone is pretty helpful. My supervisor isn’t really very quick and cold personality, but I still ask questions. I’ve had 1 week and a half of shadowing and I’ve been on the floor ever since. I’ve called for a meeting haven’t heard anything just yet.
Carrie StilesCreate the "WOW!" Factor For Your Client
470
10/10/19 at 4:42PM UTC
YOU should be preparing for that meeting as well. Make a list of your grievances/concerns about the job, do not let the supervisor be the only one with questions and documents. Pretend its a preliminary review. Come with all of your successes/accomplishments and a list of things you could've done better at and might need more training on. If you asked for the meeting, you need to be the one to lead it. Good Luck.
MelanieHR Leader giving my own two cents to help women.
585
10/09/19 at 2:09PM UTC
I agree with a previous post to schedule a meeting with your supervisor to discuss what you are hearing. Also, if you didn’t get it, review the employee handbook which should outline if there is a formal 90 day probation period and what happens after that.
Finally if someone is terminated “for cause” due to performance some states will award unemployment. Especially since performance can be subjective vs. theft, job abandonment, etc. However, if you resign unemployment unemployment is not an option. Read up on your state law. Good luck!
ladybug3100
12
10/12/19 at 12:33AM UTC
I agree with MelaineC in most states you are granted unemployment as long as it is not misconduct. if you look at it what is the Worst that can happen
[email protected]Wearer of Many Hats!
30
10/13/19 at 8:16PM UTC
Agree -
Do not quit. Request a meeting with your boss, requesting to 'touch base' on how he/she feels you are doing. Don't trust what other employees are saying - ever. If your boss decides to terminate your employment, file for unemployment benefits and wait for the arrival of that new baby. If you weren't planning to return there anyway, it really doesn't matter and you should not feel stressed out - it isn't worth it. Start planning now though, for the things you will need for your new arrival. Buy only the essentials and bank what you can, now.
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