Sign up with GoogleBecause I cannot afford it? only way to get down would be catching a lift with my folks.
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Job advice
- Thread starter Reiku_San
- Start date
Because I cannot afford it? only way to get down would be catching a lift with my folks.
This is easy to say I guess, but I'd be a little more assertive with this CEO. Having an under-supply of resources to perform daily tasks is not your problem. Furthermore if you are contractually owed leave days it is within your right and their obligation to see it happen when required. What if you have a car accident and put in hospital for a month? What are they going to do then?
Obviously both parties should be reasonable as in you shouldn't take 20 days leave straight. However I don't think 5 days is unreasonable in any normal situation.
Don't ever threaten anything but keep all correspondence should you be dismissed later or decide to pursue this with the CCMA. First I'd have my manager handle it - your manager is ultimately responsible for the departments productivity. Always assert a deadline for your follow up so as not to pester him/her daily. Then I'd contact HR and lay a formal complaint as soon as that deadline has passed as you don't have a lot of time...yes you can do this even with the CEO provided you have a decent HR setup. They'd likely advise him and your manager. If you still have no joy here then go the legal route. All the while considering updating your CV to jump ship as well.
Disclaimer: I'm not in HR or know the legal ins and outs of labor disputes
Obviously both parties should be reasonable as in you shouldn't take 20 days leave straight. However I don't think 5 days is unreasonable in any normal situation.
Don't ever threaten anything but keep all correspondence should you be dismissed later or decide to pursue this with the CCMA. First I'd have my manager handle it - your manager is ultimately responsible for the departments productivity. Always assert a deadline for your follow up so as not to pester him/her daily. Then I'd contact HR and lay a formal complaint as soon as that deadline has passed as you don't have a lot of time...yes you can do this even with the CEO provided you have a decent HR setup. They'd likely advise him and your manager. If you still have no joy here then go the legal route. All the while considering updating your CV to jump ship as well.
Disclaimer: I'm not in HR or know the legal ins and outs of labor disputes
This is easy to say I guess, but I'd be a little more assertive with this CEO. Having an under-supply of resources to perform daily tasks is not your problem. Furthermore if you are contractually owed leave days it is within your right and their obligation to see it happen when required. What if you have a car accident and put in hospital for a month? What are they going to do then?
Obviously both parties should be reasonable as in you shouldn't take 20 days leave straight. However I don't think 5 days is unreasonable in any normal situation.
Don't ever threaten anything but keep all correspondence should you be dismissed later or decide to pursue this with the CCMA. First I'd have my manager handle it - your manager is ultimately responsible for the departments productivity and should take this on and be a bloody manager. Always assert a deadline for your follow up so as not to pester him/her daily. Then I'd contact HR and lay a formal complaint as soon as that deadline has passed as you don't have a lot of time...yes you can do this even with the CEO provided you have a decent HR setup. They'd likely advise him and your manager. If you still have no joy here then go the legal route. All the while considering updating your CV to jump ship as well.
Disclaimer: I'm not in HR or know the legal ins and outs of labor disputes
Obviously both parties should be reasonable as in you shouldn't take 20 days leave straight. However I don't think 5 days is unreasonable in any normal situation.
Don't ever threaten anything but keep all correspondence should you be dismissed later or decide to pursue this with the CCMA. First I'd have my manager handle it - your manager is ultimately responsible for the departments productivity and should take this on and be a bloody manager. Always assert a deadline for your follow up so as not to pester him/her daily. Then I'd contact HR and lay a formal complaint as soon as that deadline has passed as you don't have a lot of time...yes you can do this even with the CEO provided you have a decent HR setup. They'd likely advise him and your manager. If you still have no joy here then go the legal route. All the while considering updating your CV to jump ship as well.
Disclaimer: I'm not in HR or know the legal ins and outs of labor disputes
Last edited:
^^vampire^^
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This is easy to say I guess, but I'd be a little more assertive with this CEO. Having an under-supply of resources to perform daily tasks is not your problem. Furthermore if you are contractually owed leave days it is within your right and their obligation to see it happen when required. What if you have a car accident and put in hospital for a month? What are they going to do then?
Obviously both parties should be reasonable as in you shouldn't take 20 days leave straight. However I don't think 5 days is unreasonable in any normal situation.
Don't ever threaten anything but keep all correspondence should you be dismissed later or decide to pursue this with the CCMA. First I'd have my manager handle it - your manager is ultimately responsible for the departments productivity. Always assert a deadline for your follow up so as not to pester him/her daily. Then I'd contact HR and lay a formal complaint as soon as that deadline has passed as you don't have a lot of time...yes you can do this even with the CEO provided you have a decent HR setup. They'd likely advise him and your manager. If you still have no joy here then go the legal route. All the while considering updating your CV to jump ship as well.
Disclaimer: I'm not in HR or know the legal ins and outs of labor disputes
Problem is most contract I've seen nowadays include a statement that leave will not be unfairly withheld but must fall at a time convenient to both you and the employer - which basically means that If they find a reason not to let you take leave they are entitled to exercise that. However, because this is a wedding, and a wedding of a close relative, they shouldn't be holding leave from you so it seems they are being the asses in this situation.