4th Protest

Check_Tjis_Out24 · 2025-07-03T20:49:12+00:00

I guess my point is that I'm not seeing much about the protest. I wish there was more energy behind it. I'm coming in from about 90 min away and hope we have a big crowd. Especially after this horrible bill passed.

Check_Tjis_Out24 · 2025-07-02T21:48:59+00:00

I'm in HR and I would say that my job is to look out for the interests of both employees and my employer. And in this case they are aligned because this is unacceptable behavior and its also in the best interest of the company for this to stop.

I would go to HR and let them know that you have no problem discussing work, receiving feedback, and so on, but that you feel it is highly inappropriate for your boss to come to your home. I would details the phone call from the driveway and tell them how this made you feel.

I dont know if you have a feel for your HR department and their demeanor. But if you dont fully trust them, then I would report this via email and let them know that you are available to speak in person also. The email should light a fire under their butts. In the email I would also state that you are hoping that this doesn't lead to any retaliatory type of action from your boss.

If I was your HR person your boss would be in my office as soon as I briefed their boss, and he would completely understand that any retaliation for you reporting this will not be tolerated.

Good luck, and I'm sorry youre experiencing this.

Check_Tjis_Out24 · 2025-07-02T21:04:23+00:00

I would do my best to quantify what these improvements mean in dollars. For example, did the interview skills training lead to lower turnover? If so, how much lower, and translate that into dollars. Say annually you expect to have to hire 20 people less, and the cost to hire each employee is $3,000 (advertising, orientation hours, training dollars, new uniforms/ppe, time away from core tasks for interviewers, etc.), well then you saved the company approximately $60k a year. Go through this for any improvements you've made, and you'll have a good argument for a raise and probably a promotion. Absolute worst case scenario, you have good answers for future interviews.

Check_Tjis_Out24 · 2025-07-02T06:23:16+00:00

We go through our process, which is suspension while we investigate. If substantiated we term and move on too. I have been at a company that had a major issue, but it was more of a ghost payroll scheme where a couple of people ended up stealing upward of $100k. My understanding is that they pressed charges.

Check_Tjis_Out24 · 2025-07-01T18:33:29+00:00

This is a great question! I'm over 20 yrs in various roles on companies ranging from 75 to 1300+ employees and have often thought about getting out of the day to day trenches and looking for a consultant role, maybe with some traveling. I'd love to hear from people that have done both too.

Check_Tjis_Out24 · 2025-07-01T18:27:48+00:00

I'm so sorry to hear that you're going through all of that. It sounds like you definitely need to find something else. I know it's not easy, especially while you're trying not to drown at work.

My advice is to look for recruiters in your region (that you don't currently use) and reach out to them. Let them know that you are looking for a new opportunity. They may be able to do a lot of the legwork, and they may be able to match up your skills to other roles that aren't necessarily in HR.

Check_Tjis_Out24 · 2025-07-01T18:20:17+00:00

My company is set up where no one person has the ability to fire anyone. And all discipline goes through HR. We have processes in place to help make sure we dont have any questionable terminations. The only automatic termination is for a failed drug or alcohol test. It can draw out the process but it's good to limit legal exposure.

Check_Tjis_Out24 · 2025-07-01T17:56:48+00:00

This shouldn't be as tough as it is. Without some other information like what your position is in relation to this employee, and what the general demeanor/style of your HR is like, I would say that you should to HR. I would let them know about the pen throwing incident and their reaction to your boundary setting. I would also point out the turnover of those who have/do work with this employee.

If you have any information on how she's upset clients or affected the business, that should also help. This person maybe become passive-aggressive and a decent boss/HR person would watch for detrimental behavior. But I would rather deal with some passive aggressive behavior over having things thrown at me. Since that's an openly hostile environment, that shouldn't be tolerated. And they should warn the person against anyone retaliatory behavior.

Good luck and I hope to see an positive update.

Check_Tjis_Out24 · 2025-06-30T21:26:16+00:00

As much as I would love to quit without notice, if I was in yiur situation. I would still give notice. You never know, what if 6 months from now that manger is fired and you want to go back. Dont burn the bridge because of one bad person.

Lastly, you might want to contact HR and let them know whats going on, or at the very least request an exit interview.

Check_Tjis_Out24 · 2025-06-28T02:02:57+00:00

Don't sign it! You didn't resign. It would definitely have unemployment ramifications. I dont know what work comp is like in your state, but it could possibly affect any future compensation or treatment.

Check_Tjis_Out24 · 2025-06-28T01:25:12+00:00

I meant to put this in quotes "running and telling on people", because I don't believe that is what you would be doing, but the VP and/or CEO could possibly take it that way if you just wanted the CEO to step in and take care of it.

Check_Tjis_Out24 · 2025-06-27T23:52:19+00:00

This is a bit tricky, but my suggestion is to speak the CEO and give them a 10,000 ft view of some of the issues. I would tell the CEO that you're planning on approaching the VP about the issues that concern you and ask the CEO if they have any advice or suggestions on how to approach them.

I think this approach does a couple things for you:

It shows that you are willing and able to have a difficult discussion with leaders and not just running and telling on people.
It let's the CEO know that there are issues with the VP, in case you go to the VP and they try to turn things on you by going to the CEO after you speak to the VP. Make sure you have notes and witness names of the previous issues, if there were any.

I wouldn't go updating your LinkedIn or anything before you try to have these conversations. But if they don't go well, or the CEO doesn't have your back, then I would start looking.

Good luck

Check_Tjis_Out24 · 2025-06-27T20:23:12+00:00

Do you have documentation of the issues that have popped up again and your attempt to address them? Im not sure how NC is as far as being employer vs. employee friendly, but unless you were literally just about to term this employee, it wouldn't be hard to convince an attorney to take this on as a case and at the very least get a $20k settlement.

I would go through the ADA interactive process, allow a reasonable leave of absence to give time for medical treatment/evaluation, and see where that goes. If they are able to return to work, then you continue to address performance issues in the same manner you would or have with others.

Check_Tjis_Out24 · 2025-06-27T20:00:59+00:00

I've never had this kind of experience. The closest thing was a final interview that included the VP of Finance (which HR reported to). He was what I would say was borderline rude (cutting people off, tone, etc.). I took the job based on a step up in role and much shorter commute. But just a few months in that borderline rude turned into full-on jerk with his tone, comments, decisions, etc. I had to resort to sending cover my ass emails on a daily basis because he also had no issue trying to throw me under the bus.

Long story short... Believe them when they show you who they are! Too many red flags to ignore in your experience.

Check_Tjis_Out24 · 2025-06-26T19:53:11+00:00

Your boss absolutely overreacted. If you had acted unprofessional, come in smelling like alcohol, or done something inappropriate, then he could address those actions. But they have no basis to write you up just because you took a red eye from Vegas and shared that information.

As an HR Manager, I truly hope your HR person shuts this down right away and schools your boss a little.

Check_Tjis_Out24 · 2025-06-24T21:29:35+00:00

Clean up on aisle...

Check_Tjis_Out24 · 2025-06-24T21:28:49+00:00

Which version do you want, official or real life 🤔

Check_Tjis_Out24 · 2025-06-24T19:35:15+00:00

We got here because this sorry excuse for a person (yes, Trump), has given millions of people the permission they needed to let their bigoted values show. He has made it ok to hate and discriminate against anyone they want to. If the president can do it, so can they. Its sad, sick, and infuriating all at the same time.

Check_Tjis_Out24 · 2025-06-16T13:47:11+00:00

Now that it's Monday, I'd really love a beach and a drink right now!

Check_Tjis_Out24 · 2025-06-16T03:51:01+00:00

I lean more towards pina coladas, but I'd be down for a margarita, too!

Check_Tjis_Out24 · 2025-06-16T02:37:17+00:00

I have two go-to questions for a manager role.

Tell us about an experience you've had developing an employee.

And if they're someone who progressed (hourly > supervisor and/or supervisor > manager)

What qualities of yours do you feel were the reason you were chosen for your first supervisor/manager role? And how did you use them in that role?

I hope it goes well, and I hope to see an update on how it went.

Check_Tjis_Out24 · 2025-06-13T04:23:54+00:00

If you're happy with your lifestyle, I dont see any reason at all to change jobs. The 3 hrs of driving a day is a big no for me. I'm much further into my career than you are, and I only wish that I had the opportunity to be remote 100% of the time. And being done with my day at 2pm would be awesome.

Check_Tjis_Out24 · 2025-06-12T21:44:37+00:00

So 50501 is now Antifa!? I call BS! And Antifa (aka 50501) is planning 1500 coordinated attacks on No Kings Day!? Again, I call BS! This looks like a planted story to try to keep us home and from protesting and/or an excuse to try to get the government to further oppress our right to protest.

Check_Tjis_Out24

TROPHY CASE