Crazy Little Thing Called Love Mmsub

[Abbie Pilz]

Imanage a team, and part of their jobs is to provide customer support over the phone. Due to a new product launch, we are expected to provide service outside of our normal hours for a time. This includes some of my team coming in on a day our office is normally closed (based on lowest seniority because no one volunteered).

I told this team member that she could not start two hours late and that she would have to skip the ceremony. An hour later, she handed me her work ID and a list of all the times she had worked late/come in early/worked overtime for each and every one of her coworkers. Then she quit on the spot.

Yes, the cost of a college degree is far more and more important than the cost of a concert ticket! Did this manager think that because she was such a good employee he could just railroad her into working and not attending her graduation?

There are situations where you can do so. Basically, if you have a good reason to quit, you qualify. An employee at a company I worked for quit after management threatened to withhold paychecks until paperwork was completed. He got UI benefits. Had to fight for them, tho.

I agree with Terri.

The cost involved for the concert tickets was far less than the cost of graduation. To say there was cost involved over a graduation is to say that her years of college, cost of books, school supplies and cap and gown were all free and had no value.

What this woman had worked for over the years has more value than 1,000 concert tickets and in 10 minutes you devalued everyone college degrees.

I never, repeat never, allow myself to miss one of my officers graduation from either the academy or college of higher learning. Then afterwards I look for voids in our staffing where I can maximize their talent, give them a raise (if possible) and show them by my actions how much their willingness to attain their certificates, degrees or honors means to me and every member of management above me.

(the courts have recognized this is pretty messed up but have found a way to let people sue again if the dismissal was for refusal to engage in sexual acts since there are criminal laws on fornication and that becomes the basis of the lawsuit, not gender discrimination)

The manager sounds like an overly entitled douchebag on a power trip. He wants to reach out and advise? Who does he think he is? If I were the worker and he was the manager and he reached out to me I would have no problem whatsoever telling him just exactly where to get off.

Sounds like a job i had, they had a 5 point rating system for reviews. No matter how good you were the highest you could get was a 4, supervisors were told not to give 5s because they wanted people to continue to work harder to try to get thet 5. I learned real quick why try so hard it you will never get a 5 and the raise that comes with it.

A lot of companies use this very dishonest tactic to push associates. I was working for a company that had the system in place but had put a freeze on all raises. However still performed a performance review using the 1-5 scale. Needless to say very few went out of their way for that 5.

I had a similar situation where I tried to leave only to be offered more. I rationalized that leaving was cathartic, however staying looked better on my resume. I stayed for just short of a year but looked for work having the new job title on my resume, thus getting a better job elsewhere.

Well six months later they call me in and let me know once again I was one of their best employees and I was finally getting a raise! Never telling us how much the raise was. It was 25 cents. And everyone, including the people I managed got a 25 cent raise.

If this employee had put in a request to be off for her graduation and was approved then she could have just reminded her boss of that then show up 2 hours later. However, if the employee did not ask to be off prior to the request to work that day, then quitting that day like she did was very unprofessional. Since she had been employed by this company for 6 years, she should have known not to take for granted she would not be required to work on a day when the office is normally closed.

Just like to follow-up on your comment. I would actually recommend to a job seeker in a similar situation to definitely bring it up during an interview. Do it in a factual manner. The goal would be to measure the response of the interviewer(s) as an insight on whether the employer is likely to repeat this type of behavior.

There are lots of people like John who would value the initiative and action of the woman, there are lots of people who would consider those attributes as negatives or threatening. When a job seeker has a choice, avoid those employers.

To managers who do this to employees, I will share my experience with you. In my market, we were one of two leaders with a couple dozen smaller players trying to catch up. We focused on improving our work conditions (in what is really a very employee non-friendly industry). Within a few years, we had the pick of the talent pool in our market. Any time we announced an opening, we were flooded with resumes from our competitors. We improved in almost all areas, from employee productivity to work ethic to customer service. Even better, our main competitor, lost a number of their top employees to us and gained none of ours. Among our smaller competitors, their employees seemed to regard us like the UFC of our market. . .we were where they wanted to play.

Former Employee: If you happen to see this and know that it is you the OP is talking about, please see the 1200 plus posts here and know that there are hundreds of us that would happily hire you in a heart beat. If you told me you needed to go to an event-important-to-you, then you would be there.

You may want to look into grabbing an additional moderator or 2 for a few weeks to kill the more egregious posts until the new wave is more cognizant of the commenting rules and prepared to abide by them.

From the description of your management style, you are anything BUT a place of professional employment. I feel confident that she will land on her feet. And since it appears this letter and situation is Jezebel and RawStory, businesses will be fighting to have her in their employ. ANY negative mark against her for quitting on the spot will be FAR outweighed by the drive, determination, and integrity it took for her to earn that degree.

This is not about Alison needing to do things differently (this is my first time to this site and it was immediately obvious what the deal was). This is a clear case of blatant user error (mingled with some hardcore inattention).

Your reply of course is excellent, the reader at the top of the thread probably just caught a name from somewhere and was venting in blind rage. You have found a couple of stories recently that inspire a blind rage. Keep that up and you will go completely viral. The good news is you are about to get a 300-fold increase in submitted stories to pick from, so it will be easier to pick great examples. The bad news is you are about to get a 300-fold increase in submitted stories to pick from, and maybe some people who actually need answers can get overlooked. :-/

I can see you already refer people to previously written stories that address their topic, which is more than one can hope if your cyber empire explodes by 500%+. On the other hand if you monetize the growth tastefully, those proceeds would allow you to hire a person or two staff to ferret out the people who really need help as well as finding the questions that will continue to expand your reach.

She would of already paid already as the ceremony was held on her day off, when the business was usually closed.

I know mine was scheduled 6months after completion, you could attend or not but you had to state your intention to go and pay upfront.

Being somewhat of a big achievement due to her rocky start to the world, her choosing to do all the pomp and bells n whistles of an actual ceremony would be clearly obvious.

My question for the manager is, Did you never consider working the two jours this employee needed to attend her graduation? Part of being a manager or in a position of leadership is leading not ruling. You lost a great employee, your best employee by not being a leader which sometimes means being a doer.

Whoever wrote this letter to you needs to read this comments section, read your article, and look deep, deep inside themselves, and remember that a job is a job, and a life is a life. 2 hours of overtime for them (the manager) to answer for was worth far, far less than a hard working woman missing her hard earned graduation. Let this be a lesson to everyone: never become a drone like this person did, to the point that they missed the significance of what was happening for that fine young woman that day.

I agree with what has been said but I also feel like we are missing a teachable moment with the manager. Ms. Green is correct in her advice, but I also feel that, based on the letter the manager wrote, that he is hard pressed to see why his decision was the wrong one to make unless spelled out for him.

I am unclear how the manager would arbitrarily assume the employee had no costs attributed to graduation from college. There are tuition books supplies countless hours of study traveling to and from school. Cap gown ceremony invitation for guest attending ceremony. These costs surpass the cost of a concert. Graduation from college is something one should have the upmost respect. If no one would step up as a manager would have offered an incentive to fill in so that your employee would be afforded their hard earned right of passage.

I am in complete disbelief that this manager helped someone out that had concert tickets due to cost, but does not recognize the cost of getting a degree. The investment of not only money, but time. I am a nurse manager and we always are short, but would have found a way to accommodate an important life event like this.

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