Hi everyone, I’m not sure a “grievance” is exactly what I’m looking for.
Here’s the story. I’m the Communications director and answer only to CEO of the company and there is no in-house HR department. I often have meetings and conversations with my boss and he consistently forgets the details of our meetings/discussions. For instance I had a conversation with him over the phone yesterday and today he calls me into his office and misconstrues the details of our previous conversation, basically calling me a liar. I clearly remember every detail of the call and once again he refuses to believe what I’m saying. He is ALWAYS doing this and I’ve had enough! Should I write some kind of letter to him as an official “statement” or “complaint” stating the facts of our conversation and what had occurred?
Any advice would be greatly appreciated. Thanks!
|
||||
|
The MD of a company is having a relationship with a member of staff, and it is causing big problems within the company. HR have been approached but because they are big friends of the MD, they’ve said there is nothing that can be done; is this right? I am so confused by this question. If the company and job has specific bona fide occupational qualifications and requirements, and I have proof of something of the boss (who no one likes) that goes against those BFOQs, should I let someone know? This person is basically living a big lie and causing a lot of grief at the company. Should I bring it up? How? To whom? HR or a VP? Thank you. Public US company is changing manager from Fidelity to T. Rowe Price. My Sector funds in Fidelity are named “T Rowe Price” but are not in the new 401k offered when the whole thing becomes managed by T Rowe Price. The company team claims that they have the “fiduciary” responsibility to “protect” their employees against those who ‘don’t have the financial astuteness” to make the right decisions within their funds. The new funds only have history of 5-9% return rates, but the sector funds have netted me year over year return of 26% as I watch it and understand what I’m doing. Other well-informed employees who understand finance are also upset. We want the company match, but need to do the 401k with TRP in order to get it. What can we do after the VP of HR has said ‘NO’? Do we file Class action suit? Report to some other finance authority? “Harp” on the sales reps that come to visit us? Other suggestions? Legal professional input? A human resources manager conducted on site oral swab drug test, stated MRO reported as a failure. The company, union, nor MRO would release the results to me. HR manager had to turn over so called result in order to stop my unemployment benefits-which I am still receiving, as result CCF incomplete, results missing MRO name or signature anywhere on result. I have received information I believe to be proof the HR manager deemed positive herself (most likely typed “result” herself.) No MRO participation in test or result. Do I have any right to sue this woman personally in civil court? Is there any criminal charge to be made here? She also committed perjury during Appeals Tribunal hearing (which a lawyer already informed state would most likely not pursue, due to my benefits not being denied as a result of her lying. She also responded to my request for a service letter, stating I violated the company policy which I did not. Input-please? I was called to the company office to take part in a HR investigation involving a co worker. I sat at a table next to a HR assistant and the HR director sat next to me. As she started sitting, she rubbed her leg vigorously against my leg and continued rubbing for several minutes. At the end of the interview, she handed me her business card and made sure to touch my hand. Was my married and respected HR director bold enough to hit on me with her assistant in the room with her? Or was she trying to get me to drop my guard during the interview? Someone please explain!!!!!!!! |
|
|||
|
Copyright © 2012 Director HR Jobs - All Rights Reserved |
||||
