Sign a warning letter?

Pavan said:
Dolby, sorry I'm just catching up on the thread now so forgive my ignorance. But it seems to be like you really enjoyed working at this company before the new GM came along. Is she like the CEO or just a GM of one division? If she's just the GM of one division, then maybe you should consider moving into another department? It doesn't really matter if you burn your bridges with her, but i doubt you want to burn bridges with the entire company right?
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Why would raising a complaint against her by burning a bridge with the company? If she is in the wrong, then she is in the wrong.

If she can prove that he screwed up, so be it (which seems unlikely).
 
Wasn't really referring to the incident with her, but rather Dolby saying that he can't/doesn't feel like working there anymore...
 
Generally companies don't want to lose employees that get the job done, a lot invested in time/HR/training etc, the costs must really add up letting an employee go and finding a suitable replacement?
 
I would certainly make sure in any dealings with this GM you have a witness and
print all emails with witness signature. Also record any meetings most Disciplinary
hearings do this anyhow.

By the way who is she screwing to-get where she is?
 
Just an opinion here:
Sounds like a new GM came on board.
Decided that she wanted to establish "credibility" fast.
Picked a perceived "weak target".
Engineered an "incident"

If there isn't hard facts for her to make a case, I hope her manager initiates a disciplinary against her for wasting company resources.
 
Sonic2k said:
This is how it works in "normal" companies.
In crappy (read: sweatshop) companies, they exploit loopholes.
If you work for such a company, my best advice is, don't even bother with the CCMA. They will bring in their heavies at the proceedings, who will make a mockery of the proceedings and it will end up Employer: 1, Employee: 0
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That is not true. CCMA is very employee biased hence most employers automatically review their decisions to the Labour Court, and I know since I've had been there before trialling cases.
 
airborne said:
Generally companies don't want to lose employees that get the job done, a lot invested in time/HR/training etc, the costs must really add up letting an employee go and finding a suitable replacement?
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Many companies don't give a toss about that.. its all office politics, political games...
 
Sonic2k said:
Many companies don't give a toss about that.. its all office politics, political games...
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depends really..

For junior staff, they don't really give a toss...
For valued senior staff who have domain knowledge and have proven their worth, they do.

I know this is an alien concept to you, but it is the reality.
 
ToxicBunny said:
depends really..

For junior staff, they don't really give a toss...
For valued senior staff who have domain knowledge and have proven their worth, they do.

I know this is an alien concept to you, but it is the reality.
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57315757.jpg

I'll just leave this here...
 
Sonic2k said:
Many companies don't give a toss about that.. its all office politics, political games...
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Then the company is idiotic. It is in their best interest to care and try keep their best staff.
I have had where direct managers are aware of who the top staff are, but further up the chain they just look at numbers and start to lose the people perspective. It happens more in larger companies than smaller ones for obvious reasons.
Smaller places tend to be a bit better as top management is usually aware of the people that make the company tick over
 
Another update :

I may have found a job elsewhere in the group and managment may be aware of that. People tell me to just move if that's the case and drop everything - but I really feel like I shouldn't.

Reading the act again, it seems I can still go through with victimisation and constructive dismissal even after I resign and to the other job, as that was the *only reasonable option* I had - which is true.

I was happy and brand is doing well - and then this happened. I'd stay if this didn't happen.
 
The GM has made a serious allegation on your actions.
If you go to another part of the group (I assume same company) without resolving the allegations, it will follow you there and cast a shadow of doubt on your reputation.
 
Yup.. even if you move out from underneath her.. the allegations need to be dealt with properly.
 
Agreed even if it gets sorted get out the charcoal and make sure she gets roasted nice and crispy, that'll teach her in future to trifle with people's lives.
 
Dolby, I would not let this go, regardless of the outcome. People like her need to be taught a lesson. If you let it go, she'll do it to someone else who may not have a strong backbone like you.
 
Tander said:
Dolby, I would not let this go, regardless of the outcome. People like her need to be taught a lesson. If you let it go, she'll do it to someone else who may not have a strong backbone like you.
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Go to the new dept and F@(& her up from there, while still looking for a new position
 
Don't know if this helps in any way - will mention it regardless, but a friend was in a similar situation. A new manager joined the company he was at, and essentially became his boss. They just didn't click and she took a disliking towards him, and he didn't think much of her either.

She used to bitch him out a lot, he got a warnings etc. Decided he couldn't take the crap anymore, so he sent in his resignation letter. Unknown to him, he was quite valued there as an employee and when the top bosses got wind of him wanting to leave, they brought him in to find out why - if there was a problem. So he told them about all the issues etc. Long story short, they dismissed her and then begged an pleaded for him to stay.

Thing is...there is always someone higher up the chain. The problem is, if everyone essentially is against you...well that's a different story unfortunately :(
 
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