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An Anonymous Soylentil 'Connor the Kicking Cog' writes:
Under two months ago I started working at a massive incumbent telecom company in their regional call center. From the start it has been a draining experience. The orientation lasted two days, alternating between how much the company loves us, especially veterans, and how unions are awful things. The first real day of training included a bunch of inane policies such as:
- In the first 90 Days no time off is allowed, even sick time, unless it was brought up during the interview process.
- During the 90 Days, missing a day of work for any reason causes a demerit which is given as a "verbal written warning".
- During the 90 Days, two demerits goes to "final written warning".
- During the 90 Days, three demerits is an automatic firing.
- At any time being more than 10 minutes but less than 2 hours late is a half demerit.
- At any time being more than 2 hours late is a full demerit.
- Time off can be used to counteract a demerit, but only if incurred after 90 days.
- Demerits incurred during the 90 Days do not "wash off" but the warnings do, and the threshold increases before warnings start.
- You cannot be promoted or make a lateral move before one year of service. This is repeated endlessly.
- You cannot be promoted or make a lateral move if you have any warnings within the last six months.
- If promoted after a year there is another new 90 Day period where no time off is allowed. Even if you have more than a decade of service this policy remains.
- The company does not hire for many positions from the outside, so you must do one year in a lower role before being considered. This is true even if you have done work at that level or even higher elsewhere.
- The shift you accepted during the hiring process cannot be changed for one year.
- If you change your shift after one year, you must wait another full year before you can change it again.
Call centers are regimented things, but these policies are so worker-hostile I am surprised staff turnover is not an issue already. The training completed before the 40 day mark, but was longer some time ago, yet the 90 day period remains.
Thankfully another company has hired me and all background checks have cleared so I will be departing from the soulless mega-corporation. Being a professional I would prefer not to needlessly burn bridges, but I am not going to give the customary two weeks notice. Based on the above policies I believe it is likely I will be immediately escorted out should I do so without any compensation for the two week period. Does anyone reading this believe they would "recoup their investment in training me" by keeping me on for those two weeks?
Is it worthwhile to state in my resignation email that these policies were major motivating factors in departing as soon as possible? Or would such an email only be cathartic for me at best? Or even a risk at worst?
(Score: 4, Insightful) by mr_mischief on Wednesday August 31 2016, @06:22PM
You say you don't want to burn bridges. Then you say you want to call out the company's policies and put the blame on them for losing you. Those sound contradictory to me. Say you think this new place is a better fit for you personally if they ask. If they ask why it's a better fit, maybe, and I mean maybe, politely state that you're seeking someplace a little less regimented.
(Score: 3, Insightful) by scruffybeard on Wednesday August 31 2016, @07:16PM
I agree, be polite and professional. If you don't sound bitter they may take you more seriously. I wouldn't offer an explanation unless asked. If they care enough to ask, they likely have some feedback process to _hopefully_ make things better. If they don't ask, then they probably don't care, so why waste the effort.
(Score: 2) by Kromagv0 on Wednesday August 31 2016, @08:12PM
That is what got me. Either be polite give your 2 weeks and shut your pie hole, or say fuck-it work up to the day before you start you new job and tell them you quite and to go fuck themselves with a spindle sander on your way out the door.
T-Shirts and bumper stickers [zazzle.com] to offend someone
(Score: 4, Insightful) by hendrikboom on Wednesday August 31 2016, @11:23PM
Or tell your new company you need to give two weeks notice, and ask if they are willing to start you earlier if your old one lets you leave early.
(Score: 0) by Anonymous Coward on Wednesday August 31 2016, @08:48PM
They aren't contradictory, they want to provide constructive feedback (obviously with some bitterness associated) to the company. Humans being emotional creatures it is basically impossible to offer any sort of criticism without "burning the bridge" but if they give two weeks and have done good work I would ideally expect the company to give the person a good recommendation. To me burning a bridge is leaving without notice and/or telling people off when you do leave. Sadly many bosses take offense to someone leaving without some huge reason.
(Score: 2) by mr_mischief on Thursday September 01 2016, @03:42PM
OP said, "Is it worthwhile to state in my resignation email that these policies were major motivating factors in departing as soon as possible?"
Then you said, "To me burning a bridge is leaving without notice and/or telling people off when you do leave."
Calling out a big list of policies in an exit email is pretty close to telling people off. It'd be better to give notice saying OP feels it's a better opportunity personally. If they ask more, say it's less regimented and that some people including OP prefer that. If still pressed, OP could cite an example or two. Giving a bulleted list and calling the whole thing worker-hostile in an email is going to turn that bridge to smoldering coals.
(Score: 0) by Anonymous Coward on Wednesday August 31 2016, @09:44PM
Indeed. The Kicking Cog has to decide if he wants to take the high road or the low road out. While the low road may be emotionally satisfying (at least in the short term), it is almost never a good idea for the long term. You just never know when or under what circumstances you will meet any of these people again. Chances are high that you will need the help of one or more of them in the future. My suggestion is to take the high road. Give them two weeks notice and thank them on your last day of work for the opportunity to grow professionally. I wouldn't offer them the feedback on what you think of their rather controlling policies unless asked. Even then, I would try to be very sparing of my criticism. Make sure that you are not the one to burn any bridges behind you on the way out the door. That is the way a professional would handle this situation.