I recently met with my supervisor to discuss goals and noticed that she wrote down that a quarter of my work can be done offsite. Over the past year, our entire team has been conducting work offsite and the amount of time we spend WFH probably amounts to more like 75% of our time. I realize some orgs including mine may be pushing to get more people to get back into the office more. However, they do not pay travel expenses, i.e. public transportation reimbursements.
Also, when I do report onsite, hardly anyone is there. (We work for an org with a large campus and from what I understand, staffers report to different hoteling stations, as I have over the last few years). I do not see any reason why I need to spend 1 hr+ commuting at my expense to a mostly empty office. I basically just change desks because it makes management feel good. A few weeks ago, I showed up at our division's main office and all of the lights were off. No one was even there, only the janitor. I felt like I just wasted a lot of time for no reason.
Is there any way to gently explain that I'm more effective working from home (rather than start my day at 9 am in an empty office after a long commute, I wake up, get ready and get things going by 7 am from my desk at home). Or should I just find a new job?
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Once someone signs an offer letter, is it generally okay to give notice to your present employer?
(Basically, it's a contract, yes?)
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Is it discrimination to let the oldest employee work all nights and weekends when a younger inexperienced person is taken into a position?
We did have fair scheduling until this person came into the group, she says she can not get a baby sitter. So another employee and myself have all the nights, except one. He gets a couple of days during the week, I sometimes get one on the weekend?
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Searching the internet
I was looking through job postings that are in my field just to see what's out there and I'm finding an increasing number of employers requiring a master's degree and at least 5 years of experience with salaries in the 40k range...you have got to be kidding me.
This isn't so much about me but I find that offensive. A master's degree to be paid less than the national average in the US...got it. I'm also shocked because when I started in this field about 2 years ago in an entry-level position with a bachelor's degree that was the salary range with the requirements being a bachelor's degree in a related field and no experience with the specific job required but other general skills related to it. I feel I got extremely lucky but I'm also wondering if you can move up salary-wise in this field with experience alone.
The way the goalposts are constantly being moved is outrageous.
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Presentation used by colleague without consent
My workplace is a small architectural firm with lesser than 30 staff.
Last year August, we had organised an internal sharing session on lessons learned from our projects. It was a very personal sharing for me as I shared about my first project (project A) since joining the firm and I had shared about lessons that were personal and impactful to me. My manager even commented on my presentation slides and rehearsed with me prior the session.
Today we organised another sharing session and we had been requested to share about reviews on our projects.
My colleague who worked with me on project A was assigned to present about her review on it. We had worked closely in other projects as well but it had not been a good experience over the past 3 years due to unfair workload distribution. After reflecting my thoughts to my manager, they will be reassigned to other projects next month onwards.
When we were assigned the presentation yesterday they asked for my presentation slides prepared for the last presentation in August (our presentation materials are always accessible in office server for reference) and I had provided to them. Somehow knowing thier intention, I had provided my slides to see what they would do. Obviously they failed to prove me wrong and used my slides for presentation today without changing anything. They did not even bother to change the date nor asked if they could use it.
Should I be flagging this to my manager? Although i had presented last year, I don't think my manager remembers as they need to oversee many things.
Appreciate your kind advice.
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I know worker's compensation laws vary from state to state, but I have a general question for anyone involved in the HR portion of WC.
We currently have a few different employees out on WC. The office loudmouth is convinced the one claim is fake, and has made comments to this effect both in the office in full earshot of employees who are not this employee's supervisor or in any supervisor capacity whatsoever. She has also made these same statements in a private message to the employee's direct supervisor and me.
However, I sent a private message to her and another employee's direct supervisor outlining this employee's work restrictions and was immediately admonished by the office loudmouth for doing so using the private message. I have all of this very well documented. If any HR peoples can give me some direction on how you would handle this, I would appreciate it.
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Need some advice
Working at company and I have been recommended for promotion. The last year's financial results were not good so even though all my superiors signed off on the promotion, HR won't.
There has been several new hires so I don't think it's about money. I have already assumed higher responsibilities of the new role but now my Director says we have to wait until two months from now to see if the promotion will be formalized. He also understands if I want to vacate my new responsibilities until then, but I told him I don't see how I could do that now and that I would continue working even though the promotion has not been conveyed in title or raise
Am I a fool for saying yes to this? Should I demand a reason for HR not signing off. Should I leave?