What would you do??

[2quills]

Well that's crappy. Good luck with the hunt Krista. Almost seems as though many employers these days accept these issues more and more than they used to and it just doesn't make sense to me. It was the same thing at my wifes old company. They had many employees and managers that werent worth a dime for what they did and all of the good employees, the kind that you'd think employers want to keep around were treated like crap. And I mean were talking about employees who are virtually down right robbing the company blind. And when you try to do the right thing it's like you get punished for it. It's just not the way to do business as far as I'm concerned. I don't blame ya for looking else where.

 

[meowzer]

Sorry to hear things have not gotten any better...I will keep you in my prayers that this 3rd interview works out for you

 

[spanko]

IMO all employees have a fiduciary responsibility to the board of directors. It is not only an employment responsibility but a moral responsibility. If you know of these things going on and do not bring them to light then you have to live with your actions, and as you have said can be fired for not bringing them to light, and I agree with that. You have brought it up to your immediate supervision, had discussions with HR about it. I would document all of those actions with dates, who you talked to, what the discussion points were and what the outcome was.
In the meantime you are doing what you need to do, looking for another place of employment. Why work in a place you are not happy with. I commend your actions up to this point and feel that you are an employee I would want to have working in my organization.
Well done sir.

 

[reefraff]

Once you nail down the new job I would go over your bosses head to give notice and tell them exactly why. Then if you get one iota of crap from your boss during your notice period I'd just walk out. You might want to check out your employee handbook too. You boss altering your time cards is likely a violation of company policy, You could really stir things up over that. They are bound by that handbook just as much as you are.

 

[spanko]

Not to mention U.S. Department of Labor - Wage and Hour Division.

 

[kiefers]

Oh comon...... GO POSTAL!!!! psshh. media is pretty boring after the the anthony trial.
(jusk kidding!!!!)

 

[gemmy]

Thanks everyone!
I just found out today that the RVP might be in the store on Tuesday (it's a 50/50 chance). I work all day on Tuesday....Hmmmm....what to do?? LOL. I always handle myself professionally and the RVP's visit will be no different. I might have to ask him why my compensation has not come through. I was "supposed" to be paid 5% of my weekly pay to compensate for the extra taxes and tolls I have to pay to go to this store, but that hasn't happened (my DM said it will but I have my doubts especially after working in the store for 3 months now).

 

[stdreb27]

you know, if you work for a larger company, they typically don't do one off pay deals...

 

[gemmy]

Quote:
Originally Posted by stdreb27 http:///forum/thread/385755/what-would-you-do/20#post_3398398
you know, if you work for a larger company, they typically don't do one off pay deals...
Very true, but this was "supposed" to be done to accommodate the pay cut (city wage tax, tolls, gas, and huge cut in my bonus payout) that I took to go to the store. Under normal circumstances, the manager would have received a pay increase to go to the store, but I make too much money to qualify for a pay raise. Supposedly, it was worked out with payroll and HR that I would receive weekly compensation, since I was asked to go to the store and I was helping the store to get back to P&P. I'm not holding my breath and know that the chances of me receiving any compensation. It just adds another reason to be dissatisfied in my book.

 

[stdreb27]

Quote:
Originally Posted by Gemmy http:///forum/thread/385755/what-would-you-do/20#post_3398422
Very true, but this was "supposed" to be done to accommodate the pay cut (city wage tax, tolls, gas, and huge cut in my bonus payout) that I took to go to the store. Under normal circumstances, the manager would have received a pay increase to go to the store, but I make too much money to qualify for a pay raise. Supposedly, it was worked out with payroll and HR that I would receive weekly compensation, since I was asked to go to the store and I was helping the store to get back to P&P. I'm not holding my breath and know that the chances of me receiving any compensation. It just adds another reason to be dissatisfied in my book.
Yeah, at this point of my life, if the company I work for claims to be making me a deal, I demand it in writing, and signed off from not only our direct VP but his boss too. Because they've more than once, made a deal, then it turns out to never happen...

 

[saxman]

I agree there...if it's not in writing and signed-off, it never happened. When you move, or change jobs with no money attached, THAT is when you have a bit of "clout", but you MUST get it in writing.
I was in a similar situation where a lateral move was involved (actually returning to my former job after 8 mos at another company). Since no salary increase was made (I DID get a healthy raise when I left), I bargained with them so the books showed no break in service (I had been with the company 12 years or so), which kept my vacation, vesting, and benefits at the "correct" level.
I think you're doing the right thing with reporting the mismanagement issues, but do be sure you can whip out the documented dates, and personnel you notified and how they were notified.

 

[gemmy]

Quote:
Originally Posted by saxman http:///forum/thread/385755/what-would-you-do/20#post_3398590
I agree there...if it's not in writing and signed-off, it never happened. When you move, or change jobs with no money attached, THAT is when you have a bit of "clout", but you MUST get it in writing.
I was in a similar situation where a lateral move was involved (actually returning to my former job after 8 mos at another company). Since no salary increase was made (I DID get a healthy raise when I left), I bargained with them so the books showed no break in service (I had been with the company 12 years or so), which kept my vacation, vesting, and benefits at the "correct" level.
I think you're doing the right thing with reporting the mismanagement issues, but do be sure you can whip out the documented dates, and personnel you notified and how they were notified.
I do have every date, everyone that was contacted and how they were contacted. I also have the dates of my meetings with the HR person for my region. I am amazed that this has drug on this long and nothing has been done. I believe that a lot has to do with the store manager's tenure with the company (he has been with the company for 15+ years). I recently spoke with the DM at length at the issues that are occurring and he told me that he has even got the RVP involved and that the RVP wants severe consequences for the manager, but HR is dragging their feet for some unknown reason. My DM keeps telling me that he appreciates what I am doing for the store and can see the differences in the store and that he understands that in order for the store to move forward the upper management needs to be replaced. I just do what I can until I can find something else.

 

[stdreb27]

Quote:
Originally Posted by Gemmy http:///forum/thread/385755/what-would-you-do/20#post_3398640
I do have every date, everyone that was contacted and how they were contacted. I also have the dates of my meetings with the HR person for my region. I am amazed that this has drug on this long and nothing has been done. I believe that a lot has to do with the store manager's tenure with the company (he has been with the company for 15+ years). I recently spoke with the DM at length at the issues that are occurring and he told me that he has even got the RVP involved and that the RVP wants severe consequences for the manager, but HR is dragging their feet for some unknown reason. My DM keeps telling me that he appreciates what I am doing for the store and can see the differences in the store and that he understands that in order for the store to move forward the upper management needs to be replaced. I just do what I can until I can find something else.
I dunno if I already said this, but when we caught someone dealing out of our store, HR didn't want to fire her either, so we got creative and got her "voluntarily" quit...

 

[saxman]

That's odd that HR isn't on this like a cheap shirt...some smaller companies don't have much of an HR dept, but IME, HR has a lot of clout in most larger companies, and they aren't afraid to swing the bat.

 

[stdreb27]

Quote:
Originally Posted by saxman http:///forum/thread/385755/what-would-you-do/20#post_3398658
That's odd that HR isn't on this like a cheap shirt...some smaller companies don't have much of an HR dept, but IME, HR has a lot of clout in most larger companies, and they aren't afraid to swing the bat.
Whatever HR departments in my experience, sits on their hands, does what they feel like, and are catty at hell when someone tries to buck their system...

 

[flower]

Okay...I'm not big business. I'm SOOOO glad.
It just seems to me that you can go to the guy who is doing the wrong. Tell him you don't approve, and if it continues you will turn him/her in. That way this person will know to do whatever they do behind your back too, and quit sharing information that drives you crazy. If payroll is messed up go and say to all who will overhear...hey my payroll is not correct! Play dumb and spill the beans like a bimbo that had no clue.

 

[stdreb27]

Quote:
Originally Posted by Flower http:///forum/thread/385755/what-would-you-do/20#post_3398693
Okay...I'm not big business. I'm SOOOO glad.

It just seems to me that you can go to the guy who is doing the wrong. Tell him you don't approve, and if it continues you will turn him/her in. That way this person will know to do whatever they do behind your back too, and quit sharing information that drives you crazy. If payroll is messed up go and say to all who will overhear...hey my payroll is not correct! Play dumb and spill the beans like a bimbo that had no clue.
I fixed it for you

 

[flower]

Quote:
Originally Posted by stdreb27 http:///forum/thread/385755/what-would-you-do/20#post_3398694
I fixed it for you
LOL...

so many complained about that wave, I gently slowly quit using it. You must have been one of the few that liked it.

 

[gemmy]

Quote:
Originally Posted by Flower http:///forum/thread/385755/what-would-you-do/20#post_3398699
LOL...

so many complained about that wave, I gently slowly quit using it. You must have been one of the few that liked it.
Quote:
Originally Posted by Flower http:///forum/thread/385755/what-would-you-do/20#post_3398693
Okay...I'm not big business. I'm SOOOO glad.
It just seems to me that you can go to the guy who is doing the wrong. Tell him you don't approve, and if it continues you will turn him/her in. That way this person will know to do whatever they do behind your back too, and quit sharing information that drives you crazy. If payroll is messed up go and say to all who will overhear...hey my payroll is not correct! Play dumb and spill the beans like a bimbo that had no clue.
I told him I didn't approve and he continues to do things right in front of me and others.

 

[gemmy]

Update:
I just got off the phone with my DM and I have some good news. I will be receiving a pay increase retroactive to my start date in the store. I also need to submit an expense report for the tolls that I paid since going to the store and will be reimbursed. Also, the SM is going to be terminated within the next week. It took some time but it looks like my issues are being resolved. Now, I still have my third interview tomorrow with another company, but my DM also told me that I will be getting promoted within the next couple of weeks. I guess it is going to be time to weigh my options. I'm not shutting any doors as of now.