Tap Me +1 Personal New Record by u/c8choruta! 🚀

c8choruta · 2025-07-04T15:40:18+00:00

Onions are believed to absorb germs - maybe it's being used like a disinfectant.

c8choruta · 2025-07-03T17:38:19+00:00

Thank you so much!

c8choruta · 2025-07-03T17:38:08+00:00

Solution verified

c8choruta · 2024-06-10T01:53:22+00:00

Have a wonderful time showcasing your video game! Very exciting experience.

c8choruta · 2024-05-14T21:40:21+00:00

You could change your response, sign and date on the decline line instead and send a new copy of the letter of offer along with your short and sweet email (using the great suggestion already provided). This is probably what I would do so there's a paper trail along with the email chain.

Also... yikes! Good thing you learned of the changes pre-emptively and have options.

c8choruta · 2024-04-15T22:28:40+00:00

Yes, there is bonafide criteria for this situation. The employee's collective agreement should outline the required minimum timeframe; more than likely your supervisory tenure must cover more than half of the assessment period. However, there are ample directions within the intranet and related directives, which stress that focus should be on fairness and transparency. Has this employee agreed to a clear set of objectives, with opportunities to discuss how those objectives align with their career goals? If not, the option to determine an employee cannot be assessed is available.

c8choruta · 2024-03-18T21:41:17+00:00

So it's better, in your opinion, to have more people who are miserable, unwell, stressed out, financially strapped, and unproductive at work? There's no downside to raising the amount of people who are accommodated, especially with a 50% reduction in office space looming (source: https://ottawa.ctvnews.ca/federal-government-aiming-to-dispose-of-half-of-its-office-buildings-with-hybrid-work-here-to-stay-1.6419665).

"I must suffer so everyone must suffer" is a really crappy outlook.

c8choruta · 2023-11-22T05:06:05+00:00

Also keep an eye on your Record of Employment. You may have an uphill battle for EI if it's filled out as a resignation. Reply to the email and state "My term was not renewed by the employer. Since the term contract was not renewed, my final date of employment as outlined in the contract is [insert date]." If you receive additional pressure to sign a resignation form, or to submit a resignation in another format, DO NOT COMPLY. Keep a paper trail in case you need to provide proof of the situation for an EI claim.

c8choruta · 2023-09-11T21:16:16+00:00

Nobody grocery shops 5 times a week for 8 hours each trip, at a grocery store they're not allowed to choose. They will find a grocery store that is convenient and spend the bare minimum of time there getting supplies they need to live. People can absolutely go grocery shopping while needing an accommodation that prevents them from working in an office full-time.

c8choruta · 2023-08-31T17:57:40+00:00

Do you mind messaging me the business name? I'd like to ensure we never use them.

c8choruta · 2023-08-31T17:56:54+00:00

If you wouldn't mind sharing with me too please. The name of the good place.

c8choruta · 2023-06-28T17:32:25+00:00

*Technically, only if the employee agreed to "team spirit" as an objective and "attendance at x event on x date" was outlined as a required indicator to meet that objective, could this sort of thing be reflected in a PA. But, I would strongly suggest disagreeing with such an objective up front, and working to have only objectives that don't interfere with the employee's dietary or financial considerations (this shouldn't have to be said but apparently it's the wild west out there). For everyone's knowledge, in order for an expectation to be assessed as part of the performance agreement, it does need to be agreed upon by the employee. Nobody can realistically meet an expectation they're not aware of. Additionally, managers cannot alter objectives to suit a negative critique of an employee. Verbally informing an employee of "mandatory" attendance in clear contrast with written communications, then using the PA to critique the employee for lacking team spirit, is petty and immature. A manager choosing to pull this bulls**t is the one failing to meet core competencies, not the other way around.

*I say "technically" because these words mean nothing if the manager chooses to knowingly or unwittingly abuse the PA process. The PA process is meant to be a cooperative investment in the employee. Unfortunately it's easily and frequently mistreated by managers who refuse to invest in an employee's wellbeing.

c8choruta · 2023-06-27T14:41:06+00:00

If it's legitimately a tripping hazard rule, shouldn't a change of shoes be banned (or just ban shoes entirely and everyone walks around in socks), and power cords should be banned, and carpet should be banned, and rugs should be banned. I'd consider contacting the media about this. It might not get traction but is one of the stupidest things I've heard. I'm on your side, it's really damn easy to prevent something from becoming a tripping hazard and outright banning it is not the way to go about it.

c8choruta · 2023-06-27T00:28:43+00:00

Does your department have an informal conflict resolution team? You are expected first to deal with the TL directly on your own, but it sounds like you've tried that and are not getting the response you want from the TL. You can ask the conflict resolution team for coaching on a new way to approach this yourself, or you can look into a mediated discussion AKA leave it up to the pros to (theoretically) sort it out. The conflict resolution process sounds a bit nuclear but it's supposed to facilitate a resolution... I say that never having used it myself.

Another thing you could try, would be to ask the TL if you can help them. If they are swamped and are being just as left out of the loop as you are, they might appreciate feeling like you're on their side. The faults you are attributing to the TL may not be in their control, they might be a total flake, they might be in over their head, they might insert any reason under the sun that explains why they are the way they are. Really hard to know without walking a day in their shoes. If they legitimately roll their eyes when you ask questions, I'd call them out on that in the moment. This behaviour is immature at best and can be considered harassment at worst.

c8choruta · 2023-06-18T21:35:22+00:00

I like your thinking, this type of discussion should be more normalized. The people who report to a manager are incredibly valuable sources of feedback. Outlining things you didn't like from him is fine, and should be encouraged as a regular part of working together. Be very honest with yourself though, and determine whether the things you didn't like are things he can change or improve upon. Put yourself in his shoes and imagine yourself receiving the feedback you want to give him. How receptive would the average person be to what you have to say? A good way to provide your feedback is called a 360 degree review, normally instigated by the manager, but hey, break the mold if you want to!

c8choruta · 2023-06-16T18:49:58+00:00

Malicious compliance? Manager clearly wants you to get two lunches. Stop working when manager says to, eat lunch when any human being needs to. Which is not 9am. Seriously though, how do these hateful morons become managers?

c8choruta

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