Month: June 2024

First of, I loved my job. I love what I do. I get decent benefits. Making about $30+ working remotely (live in California) It's not great but I get by. I've been in the non profit sector for 10 years now but these last few months have been hell. We got a bunch of new hires who constantly complain. Get overworked easily and always micromanage those around them. I offered help where I can but refuse to do anything above my pay grade; and is not my job to train or mentor them. Many of the new hires are not fully equipped for their role. But that's not my problem. Our management team has reached out to me on occasions to bring these folks up to speed but offer no compensation for training them. And so here we are. Everyone stressed, overworked and at each others throats. I like to…

So I'm in community college so I can leave the world of food service. Now I like the people I work with, but I've been around for about 10 months longer than the rest of them (like 11 months for me vs like 1.5 months for the next most senior person) However, at some point, I need to leave so I can get school credit for working a job in the field I'm going to school for. This will inevitably mean leaving. But I feel guilt-tripped into staying until the others get more experience. My boss does understand my situation with school, but I also don't really feel like there'll ever be a good time to leave in the next long while. Is there a way to deal with that?

“the possibility to donate to one of our partner organisations…” – so let me get this straight: a company that makes billions is giving me the possibility to donate from my own money! What a blessing!!! I feel so enriched by this great opportunity, I will not ask for a raise or anything else!!!

I work at a large winery in Los Angeles (500+ employees) that acts as a restaurant/ retail shop/ events space. I often don’t get my schedule for the next week until 48-72 hours before the actual week starts. I was told by HR, since they are registered as a warehouse/ wholesaler, the California law where they need to provide our schedule two weeks in advance doesn’t apply to us; they only need to give us 72 hours. But I can’t find any more information about this. As of right now, it’s just after noon on Friday and I haven’t received my schedule for next Monday -Sunday. Anybody know if this is correct and which laws they are referencing in regard to only needing to give us 72 hours in advance? Thank you!

So my boss never does her job and informed us the day before we would be cleaning our building and expected us to work outside of normal work hours (9am-2pm instead of 12pm -5pm). I told her unfortunately I was sick and could not attend, I told her in a timely manner as well. I wasn’t feeling too great and told her I was throwing up and had a fever (I threw up once and was running warm) She told me she needed a doctor’s note because I was missing a very important event (volunteers showed up and helped clean). She has never asked for a doctor’s note, I’ve gone to the ER and she still never asked for a doctor’s note. The only time I gave her one was because I had surgery and it stated I couldn’t do heavy work for 2 months- she still ignored it. It’s…

Can a manager delegate manager specific duties to their employees without offering fair compensation or without making the employee aware that this extra work wont lead to extra compensation and having the work be optional? If not, do workers have the right to refuse these extra duties free of consequence? To be clear I'm aware that proper delegation of duties is a managers role. But if there are duties specific to a manager or assistant managers position, can they order an employee to take on that extra work out of scope without the right to refuse? To me it seems like manager work without manager pay. If an employee is given extra duties not list in their job description then I'm of the opinion that those duties should be optional and all aspects should be fully disclosed, ensuring the employee is aware they are choosing to take on extra work…

In total, it amounts to $0.38. It is a 2.13% increase in my base pay. This is after working at this company for two years. Coming in early. Working through my lunch. Driving double my commute because they wanted me at a different office. Not having work from home even be an option, despite my medical issues and the commute. Not to mention the climate, since it’s New England and we get snow. Why not work from home when I can’t drive in? Who knows. More myopic planning on their part. I was kvetching about this insult of a “raise” to a coworker, and I got all the typical boomer responses. It really adds up if you stick with it! No one else is doing any better. We need you here! Sat down and crunched the numbers. Going at the seemingly normal 2% increase, over the course of the next…

Had an interview today for what I thought was a union position. At a multi billion dollar union shop. Turns out it’s actually a 3 month 3rd party contract where it’s expected I work 56-80 hours per week, seven days a week. No benefits, no job security post probation. Like; are you insane???? Who on earth would agree to that and how even is the union ok with this?? What had happened in the union world to make this acceptable? Thanks but no thanks. Guess this is why no one wants to work.

I'm a middle manager in retail, so the person paid $2 more an hour to do the stuff the owner doesn't want to do. Problem is I'm actually not that good at my job because I just can't seem to forget how hard the job is from when I worked on the floor and I don't make unreal expectations of the staff. Unfortunately this correlates with the boss underemploying us recently by replacing members of our team of full timers with casual part timers as they resign. This makes the work unbalanced for the remaining full timers. What started as a team of 7 full timers when I took the position is now 4 full timers and 2-3 part timers on various shifts, expected to do the same amount of work to the same standard of course. I'll tell the boss I'm worried about overworking the employees and express concerns…