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Dear All,
I need your input for my work-related question
I am working as recruitment officer in company (medium size). One of the disgruntled employee want to sue my company (about unemployment benefit or something like that). I don't know because I'm not the one who handle it, but my supervisor. My HR boss don't want to handle about it nor care about it (even though she is the one who fired the employee). I don't know whether it is lay off or firing since he is a very bad and temperamental employer.
My question is :
1. Is it right for my HR boss not to want involve nor care in this kind of things ? She just leave everything to my supervisor
2. If it come to the court, can my supervisor said that my boss is the one who make the policy about the firing, and the benefit ?
3. Will it involve me ? since I am also part of the HR ? My HR team is small. There's no special division to take care this kind of thing. So my supervisor just coordinating with legal.
4. Should I just quit the company ? because my company is declining (because the industry itself is in declining). I am afraid that more problem will come. My dilemma is I just only working for 1 year (and I have already move company to company at the range of just working for 1-2 years). I am afraid prospective company don't want me because they think I just make them as stepping stone.
Thank you all for your help. I appreciate all of your answers.
Additional Details Actually, my boss is part of HR (HR Head). and she is still the employee even though she is related with my owner (cousin of the owner). It is my believe that as the head of HR, she should feel some responsibility over what happen instead of delegating it over to my HR supervisor, without intention to know what will happen next. I feel sorry for my HR Supervisor.
And the one who have the problem is the former employee. I called him problem employee ? why ? because he keep neglecting his obligation (like often absent without notification/letter, refuse to pay excess insurance claim, poor job performance, etc and always blamed other employees for his mistakes). He also have temperamental problem like keep shouting to other employees over his own problem. Many employees hate him even his own direct boss. I have no problem with employee whom sue because she/he feel wronged. Justice have to be served.
I won't say that my company policy is perfect. Yes it have many flaws but I belie I won't say that my company policy is perfect. Yes it have many flaws and need many improvements. But I believe if there was mistake, it was because of miss communication rather than ill intention. And it could be solved through negotiation rather than strong arm the company and go to the court.
Certainly this is a lesson for me. I have to be careful with my actions. You never know whom you deal with until it happens. Btw, I am not American. Yes, I know the economy is very bad. Have experienced through job searching before. I will try to do my best until I can move into better company. I forgot to say that my boss is not the one who is temperament. Instead she is very cold. And won't said anything unless it was necessary. So she is very calm. The one who is bad and temperament is the former employer. Sorry to cause misunderstanding
I need your input for my work-related question
I am working as recruitment officer in company (medium size). One of the disgruntled employee want to sue my company (about unemployment benefit or something like that). I don't know because I'm not the one who handle it, but my supervisor. My HR boss don't want to handle about it nor care about it (even though she is the one who fired the employee). I don't know whether it is lay off or firing since he is a very bad and temperamental employer.
My question is :
1. Is it right for my HR boss not to want involve nor care in this kind of things ? She just leave everything to my supervisor
2. If it come to the court, can my supervisor said that my boss is the one who make the policy about the firing, and the benefit ?
3. Will it involve me ? since I am also part of the HR ? My HR team is small. There's no special division to take care this kind of thing. So my supervisor just coordinating with legal.
4. Should I just quit the company ? because my company is declining (because the industry itself is in declining). I am afraid that more problem will come. My dilemma is I just only working for 1 year (and I have already move company to company at the range of just working for 1-2 years). I am afraid prospective company don't want me because they think I just make them as stepping stone.
Thank you all for your help. I appreciate all of your answers.
And the one who have the problem is the former employee. I called him problem employee ? why ? because he keep neglecting his obligation (like often absent without notification/letter, refuse to pay excess insurance claim, poor job performance, etc and always blamed other employees for his mistakes). He also have temperamental problem like keep shouting to other employees over his own problem. Many employees hate him even his own direct boss. I have no problem with employee whom sue because she/he feel wronged. Justice have to be served.
I won't say that my company policy is perfect. Yes it have many flaws but I belie
Certainly this is a lesson for me. I have to be careful with my actions. You never know whom you deal with until it happens. Btw, I am not American. Yes, I know the economy is very bad. Have experienced through job searching before. I will try to do my best until I can move into better company.
Is My Boss Right ????
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