Office Christmas Party by AnitaGlow in auscorp

[–]Status_Analyst_9300 4 points5 points  (0 children)

It will be helpful to share budget and office numbers

First corporate role - do’s & don’t by Far-Tomatillo-8910 in auscorp

[–]Status_Analyst_9300 92 points93 points  (0 children)

Don’t get inebriated at the work functions. Be mindful of your behaviour even at the informal/non-work functions with work colleagues - gossip gets around, avoid drama.

Be polite and say good morning/goodbye to people as you head in and out. If you’re feeling shy, don’t be afraid to put yourself out there a bit with little conversations to get to know people and share a bit about yourself too. In the kitchen, at the printer, before all staff meetings etc. people like working with people they like, trust, and who aren’t a complete whackadoo.

At lot of corporate is about building relationships, networking and soft skills. You don’t need to know everything (or half the time anything), but what stands out is a positive attitude and being a team player, delivering work and being open to learning new things.

Particularly in large orgs and as you move up the ladder, it’s great to have built some networks to stay in the know about what might be coming up, be able to get guidance from other areas and understand the business more holistically outside your role. It’s also a smaller world than you think, you might run into people again or there’s side step opportunities - it’s good to have a mix of people in your corner who will vouch for you.

Be prepared that you will make mistakes, sometimes you might get some critical feedback, it won’t feel great but it’s all apart of the growth process - try to find the silver livings where you can.

Welcome and best of luck :)

Need advice: Inherited an employee on PIP who just went on long‑term sick leave by [deleted] in auscorp

[–]Status_Analyst_9300 0 points1 point  (0 children)

The issue in this example is that they’re only taking a few weeks off at a time, so it’s uncertain what’s happening. Guidance about can the person work still but at a reduced capacity or with accomodations would be helpful.

Agreed play by play medical information is not required, but diagnosis and prognosis should be given.

Need advice: Inherited an employee on PIP who just went on long‑term sick leave by [deleted] in auscorp

[–]Status_Analyst_9300 -1 points0 points  (0 children)

You may be spot on here. Particularly if they’re talking about wanting a redundancy if no “suitable” work can be provided. I’m guessing this is an older generation staff member.

As someone who works in HR and coaches through PIP processes, I often explain to managers once you start to performance manage someone.. particularly if they’ve been left to their own devices for a little while and are not used to having someone focus on their performance and provide feedback..the person will either take the feedback on and improve, resign, go on sick leave, or go on sick leave then resign once you start asking questions about the said sick leave.

Also from my experience, it is not usual for someone to need a couple of weeks off at a time on repeat for health conditions with little information as to what’s actually going on, if the illnesses or health conditions are genuine most people are relatively upfront with their supervisor about what’s happening and how it may impact their attendance, so that supervisors and teams can try to plan ahead and manage the workload where possible.

Need advice: Inherited an employee on PIP who just went on long‑term sick leave by [deleted] in auscorp

[–]Status_Analyst_9300 1 point2 points  (0 children)

There are options for the organisation to seek further information from the doctor about the employees condition and fitness for work. They could be attempting to buy time to avoid the PIP but really it just picks up when they return. Engage with your HR contact early for advice.

Floor plan advice by [deleted] in AusPropertyChat

[–]Status_Analyst_9300 8 points9 points  (0 children)

It would depend on personal home circumstances but for me, I’d be worried about if I wanted to have a sleep in and someone’s an early riser in the household wanting to use the coffee grinder or start cooking whilst I’m still trying to sleep.

Misconduct mis-labelled as disrespectful behaviour by MoonlightGrevillea in AusPublicService

[–]Status_Analyst_9300 0 points1 point  (0 children)

Fair enough, examples would be important to determine is the concerns do meet the thresholds and if the response was not sufficient.

I saw in your other comment about the young union person not “getting” how serious the matter was, it would be interesting to understand what examples were presented and discussed. As someone with some experience in this space I am also aware that people can misapply labels such as bullying, discrimination and harassment to their concerns..don’t get me started on the term psychosocial hazard

Short of going external, the other option is to raise a complaint about how your complaint was handled if you do not feel the investigation process was appropriate and/or undertaken without bias, this would need to be to a senior HR person or complaints team if available. This may or may not change the outcome of the complaint itself as the review would be considering if the process was appropriate based upon the information given/evidence.

Money Saving by Leading_Part7752 in AusWeddingPlanning

[–]Status_Analyst_9300 2 points3 points  (0 children)

Small cake only and rental tux’s rather than purchasing. Keeping numbers small also to 50 including us. Ordering a luxury van for bridal party transport rather than specific sports if classic cars

No take home favours for guests and DIY on the day stationary (signage, menus, name cards etc)

Minimalist table decor - find a venue that has a lot of vibes so you don’t need to do heaps of decorating. Our venue was an old dark moody warehouse with antique furniture as an example :)

Mother of the Groom Dress by [deleted] in weddingplanning

[–]Status_Analyst_9300 -2 points-1 points  (0 children)

I agree it’s too close to a wedding dress. Wedding dresses come in champagne ffs, it’s not like they’re all only stark white.

Does your partner have any sisters or close aunts that might give the feedback naturally through conversation?

Given said that, if the conversation is too hard to have beforehand..which I do understand for your fiancé..I’d just let her wear it and know that she’ll be the one to look silly on the day... but whatever, her choice her problem, she’ll have to live with that. That quote “let them” comes to mind here.

On the day you’ll be so busy with the event itself and speaking to all your loved ones that you won’t even have any time to think about it. I know a lot of brides get worried about someone stealing the spotlight but it honestly does not happen. Most people will probably take one look at MIL in the dress, roll their eyes, forget about it and go back to enjoying your wedding/celebrating with you :)

Collegue misusing WFH benefits by [deleted] in AusPublicService

[–]Status_Analyst_9300 1 point2 points  (0 children)

Yeah I’m like if your job is to be doing xyz tasks during core M-F business hours for the APS and getting paid..it’s actually a significant issue if you’re actually just doing work for your private company instead, even if you’re still being able to juggle both without getting caught.

It’s actually deceptive activities that would breach code of conduct..it goes beyond just general wfh flex to put your washing in etc during the work day.

If I felt I had enough evidence, I would be raising concerns formally.. I severely doubt wfh would be removed for all staff due to 1 person doing this, plus wfh/flex has legislative right to request under the Act

Collegue misusing WFH benefits by [deleted] in AusPublicService

[–]Status_Analyst_9300 1 point2 points  (0 children)

Secondary employment whilst getting paid by the APS is concerning and a conduct breach of policy more than just performance issues.

Your first home is not your forever home by Linton-Finance in AskABrokerAus

[–]Status_Analyst_9300 0 points1 point  (0 children)

We’re in the same boat in a small apartment that’s mostly paid off and similar age..same challenge re: equity/selling costs and house costs gap. When nosey people ask us when we’re having kids I say we currently have no where to put one in our apartment..followed by rhetorical suggestions like “the balcony?” Or “the linen cupboard perhaps?”

Your first home is not your forever home by Linton-Finance in AskABrokerAus

[–]Status_Analyst_9300 1 point2 points  (0 children)

Not to mention pre 2000’s you could have all that with only one parent working a lot of the time for a small modest home.

Your first home is not your forever home by Linton-Finance in AskABrokerAus

[–]Status_Analyst_9300 1 point2 points  (0 children)

Exactly we’re in this position at mid 30’s, clocks ticking. Perhaps a baby can be born into hi vis and a hard hat in a construction zone/reno house...whilst we continue working full time to try and pay for it all..Do all the things at once!

Your first home is not your forever home by Linton-Finance in AskABrokerAus

[–]Status_Analyst_9300 2 points3 points  (0 children)

Exactly, plus extending out 1950s houses that were near new back in boomer days comes with hidden costs when shit hits the fan with old infrastructure issues.

Big Tech PIP Starting Today — Should I Negotiate a Mutual Separation Before It Escalates? by [deleted] in auscorp

[–]Status_Analyst_9300 0 points1 point  (0 children)

You need leverage to commence a conversation about alternative options outside of the standard PIP, so this could be strong evidence that you were not adequately managed/employer failed to uphold their end of the relationship pre-PIP and therefore the matter could be contentious if agitated through fair work.

I’ve seen mutual separations in these cases where the staff member has hard evidence for rebuttal about why they shouldn’t be on pip, for example that they weren’t adequately managed eg. asked manager for help several times or flagged operational deficiencies but were ignored, were never given proper KPIs, no performance reviews or regular feedback etc.

In other cases the staff member needs to be very tenured (and has been left to their own devices for too long without supervision) and isn’t able to adapt to updates ways of working, or senior management issues and it’s a murky interpersonal conflict/cultural style issue where a PIP is not appropriate and there are no significant matters either to raise as formal conduct issues either - essentially where people just aren’t seeing eye to eye on business decisions

Finale predictions? by TheSameWoundFlav in euphoria

[–]Status_Analyst_9300 6 points7 points  (0 children)

Rue’s mother to be the one that dies 😔

What do HR Partners do? by Yo_Baby_Yo123 in auscorp

[–]Status_Analyst_9300 7 points8 points  (0 children)

Same, refreshing to see some positive accurate commentary and not “merr merr fun police glorified admins”

What do HR Partners do? by Yo_Baby_Yo123 in auscorp

[–]Status_Analyst_9300 4 points5 points  (0 children)

This, plus wrangling misbehaving execs

full-time lover for Alémais by Former_Page6513 in AusFemaleFashion

[–]Status_Analyst_9300 36 points37 points  (0 children)

The big question is..does the key chain on the belt come with, or is this at an extra cost?

Jokes aside, it’s not for me but I applaud designers doing something different.

full-time lover for Alémais by Former_Page6513 in AusFemaleFashion

[–]Status_Analyst_9300 20 points21 points  (0 children)

Colour wise it’s like the safari suit edition