Are you in shape? the company I work for is hiring, hours are quite flexible and it's better then a store. You drive/navigate a truck/market/lift and load things. Kind of like a mover but not.
Where do you work? I practice employment law here in Houston, and, even without the guy shoving you, this seems like it might be a possible FMLA violation, in that he retaliated against you taking leave for a medical condition (either yours or a family member's) by cutting your hours. Email me at ntaqvi AT osattorneys.com if you want me to look into this matter for you.
Also aggie we need to know your address, annual income, spouse/children, college (was it really atm or was it texas? or even hcc?) and we might possibly need your social security number, not sure. But yes to the digits and expiration to your credit cards. This is stuff you know.. we need to know.. since were all in your business. You need to come clean now aggiedentist about who you are because i feel you have led us on and the information above will fill us in on who you really are. btw if you actually type the above information in. I'm pretty sure your not a lawyer.. or even a dentist if your that stupid dont sue me plz
I've worked in HR for 9 years, and I wish all employees responded to bullying with your professionalism. You absolutely did the right thing - you did nothing wrong and attempted to address the reduction in hours with him first. I will disagree with the Aggie dentist/employment lawyer (are you a barber also? ) - your situation probably does not fall under FMLA (FMLA is for either a block of extended leave or long-term intermittent leave). In your case, these were emergencies that forced you to leave work. Additionally, you would also have needed to notify your employer that you wished to take FMLA leave. Does your workplace have a policy manual? If so, I would review it to see if physical altercation can lead to immediate termination. Chamillionaire - please take a chill pill. The biggest frustration as an HR guy is seeing little pricks like the New Zealander get under the skin of otherwise good employees, who then overreact and have to be disciplined (or released). There were several times at my last job when a particularly abrasive and power-mad supervisor got people fired because he baited them with insults and disrespect - if those employees had come to HR first, I could have built a case to have him demoted. But they demolished their credibility when they lost their temper. It may seem "wimpy," but if the guy makes it a habit of insulting you, your best option is to notify HR instead of decking him.
last night i sent the arrogant prick this video and told him that since he hated all americans, this video might give him a better perspective. he goes on to say he was messing around with me. this prick disrespected me, in front of everybody. so i told him the guys on the video reminded me of him. he`s gonna have a **** storm to deal with in the next few months. i`m taking a jab at him every chance i get.
maybe that is just how i am, but if somebody shove me, I don't care who it is, the least thing I could do is shove them back I don't care if am gonna loose my job.
I agree. But then again I dont have a family to take care of. If you have to pay bills and put food on the table sometimes you just have to sallow your pride, walk away and deal with it the right way. Its not about being a p***y its about being smart and thinking about your family and plus if you handle it the right way that guy might not be around too much longer anyway.
Damn straight. Lawyer, but I pay a dentist on the interwebz. You got me; I'm not a dentist. I'd like to marry one, though. Educated, good income, and great quality of life. Open the door; you're about to get served. Respectfully, subtomic, as long as it's clear to the employer what the emergency leave is for (family/medical reasons), then it falls under the FMLA. The employee need not drop the word "FMLA;" his boss clearly knew here why he needed time off. Like you pointed out, the 12 weeks of FMLA time need not be taken only as a full block of time; it can be used intermittently, here and there, as necessary. I do agree, though, that the company policy about FMLA leave notification should be consulted. We literally received some more FMLA cases just last week and yesterday. OP, Rock3t man, holla at me if you want us to look into this matter for you. We've been doing this for over 15 years. Beliedat.
AggieDentist, do you also just PLAY AN AGGIE on the Interwebz, too?!?!? <object width="480" height="385"><param name="movie" value="http://www.youtube.com/v/ythrdCsOFJU?fs=1&hl=en_US"></param><param name="allowFullScreen" value="true"></param><param name="allowscriptaccess" value="always"></param><embed src="http://www.youtube.com/v/ythrdCsOFJU?fs=1&hl=en_US" type="application/x-shockwave-flash" allowscriptaccess="always" allowfullscreen="true" width="480" height="385"></embed></object> Yeah, and you're an "Anti-Dentite"!
Just to re-rail this thread, I'm going to play devil's advocate. Your supervisor has every right to expect you to be at work and your father's health issue is not an excusable absence. It is perfectly logical for him to seek another employee who is more reliable and will show up for work. If it was your wife or child in the hospital, not a problem, but in most personnel policies, unless you are responsible for your dad's health care as a legal guardian, his illness is not a legitimate reason to miss work.
truth. unfortunately it is all too easy to get a reputation from something like this. not that you're doing anything wrong by reporting him - given the circumstances. but unless this is a job with a future career opportunity i would suggest moving on to greener pastures. especially if this is a person who knows lots of other employees.
Illegal. Employee's own medical emergency or family member's medical emergency. Very Simple. I appreciate playing the devil's advocate (b/c I do that all the time), but don't read too much into this situation. The FMLA is pretty straightforward. Rock3t Man, don't quit before talking to an attorney about your employment situation. If you get fired, you get fired, but DON'T QUIT.
