[ SECRET POST #6416 ]

[case]

⌈ Secret Post #6416 ⌋

Warning: Some secrets are NOT worksafe and may contain SPOILERS.


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[Dungeon Meshi / Delicious in Dungeon]



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Notes:

Secrets Left to Post: 01 pages, 24 secrets from Secret Submission Post #917.
Secrets Not Posted: [ 1 - broken links ], [ 0 - not!secrets ], [ 0 - not!fandom ], [ 0 - too big ], [ 0 - repeat ].
Current Secret Submissions Post: here.
Suggestions, comments, and concerns should go here.

Comments

Re: Vent thread

[meadowphoenix]

if you want advice:

1. look in your policy handbook for the disciplinary procedure they're supposed to follow. is a discipline letter the first step? or is your manager supposed to warn you first? is there any step in the disciplinary process that they have skipped?

2. what policy are they citing for this notice? they need to be specific, try as hard as possible to not let them be vague. does your behavior actually correspond to a violation of this policy. where doesn't it? become very baffled when pointing out the discrepancies, if any.

3. what was your communication with your boss regarding your absence? did they approve it or insist you stay home? did they insist you come in? in other words what happened, in writing and in your recollection, that led up to this. does this contravene policy? if your boss and policy diverge, ask what your next steps should be in order to avoid discipline from insubordination or an absence violation.

4. whatever happens ask explicitly given the circumstances what would not be a violation of the policy/what are their procedures for a medical emergency in the office

5. if the signature is merely to acknowledge that you received the warning, it's likely there for future discipline to prove that they appropriately followed progressive discipline policies. if the signature is more than that, ask to look over it first with a trusted representative or ask to submit a written rebuttal if you disagree.

the tone you should take here is "i just want to make sure i'm doing the right thing". butter shouldn't melt in your mouth.

it's okay if you can't get them to go by the appropriate policy, or explain discrepancies in policy and action, or if you have to sign something under possibility of termination. that's fine. whatever happens, note it and put it in an email to all participants and human resources afterward (and to your personal email!). the email should be in the tone of "i just want to make sure i understand" but should be a factual record of the meeting, including if they a) refused to tell you the policy, b) refused to follow the discipline process laid out in the manual, c) refused to explain what the appropriate action should have been, etc. Then end it with what you understand to be the actions you should take in the future, and an invitation to correct you if you did not understand appropriately.