http://beatyourowndrum.com/career/2006/04/you-could-be-fired-for-anything.html Surviving and Thriving (At Work and At Home) Wed, 07 Jan 2009 01:56:17 +0000 http://wordpress.org/?v=2.6.2 http://beatyourowndrum.com/career/2006/04/you-could-be-fired-for-anything.html#comment-81717 The Blogging Boss Fri, 28 Apr 2006 18:33:00 +0000 http://beatyourowndrum.com/career/2006/04/you-could-be-fired-for-anything.html#comment-81717 Yep, Ananke. It is like the disclaimers at the end of a radio car dealer advertisement. Yep, Ananke. It is like the disclaimers at the end of a radio car dealer advertisement.

]]> http://beatyourowndrum.com/career/2006/04/you-could-be-fired-for-anything.html#comment-81716 Ananke Fri, 28 Apr 2006 14:51:00 +0000 http://beatyourowndrum.com/career/2006/04/you-could-be-fired-for-anything.html#comment-81716 We have a similar process for attendance at my company. I found this out last year when one of my coworkers was given a corrective action for too many days missed. No problem except that she was basically given a corrective action that put her one step away from being fired. At no point had anyone so much as spoken to her about her attendance. We have a process in place for dealing with attendance issues, but it was completely bypassed in this case. I consulted our HR department and was told that there was a disclaimer in the procedure which stated that the process could be accelerated at the supervisor's discretion (I can't remember the exact wording). Sure enough, when I checked, there it was. I couldn't believe it, but there was nothing to be done because the company had effectively covered its behind. We have a similar process for attendance at my company. I found this out last year when one of my coworkers was given a corrective action for too many days missed. No problem except that she was basically given a corrective action that put her one step away from being fired. At no point had anyone so much as spoken to her about her attendance. We have a process in place for dealing with attendance issues, but it was completely bypassed in this case. I consulted our HR department and was told that there was a disclaimer in the procedure which stated that the process could be accelerated at the supervisor’s discretion (I can’t remember the exact wording). Sure enough, when I checked, there it was. I couldn’t believe it, but there was nothing to be done because the company had effectively covered its behind.

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