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:
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: 3, Insightful) by mechanicjay on Wednesday August 31 2016, @07:56PM
Add to this: employees too often abuse sick leave. Hung over? Call in sick. Had an argument with your SO? Call in sick. Prefer going to the pool? Call in sick. Need to study for your final? Call in sick.
If you're a company who has separate Vacation and Sick time pools, sure you should probably pull vacation time instead of sick time for "Fuck work" days. I'd argue that being cotton-headed and nauseous from a bad hangover is a legit sick day. Regardless, time off is a legit part of compensation. If your company gives 10 vacation days and 5 sick days, they should be staffed to the point where they can still operate when ~6% of the company is out on any given day. If not, that's poor resource management.
If you're one of the Soul-suckers who puts all time into a central Paid Time Off pool, (Then dings you 8 hours when the office is closed on a Natl. Holiday), fuck-em.
Sorry, vacation time is one my pet peeves. Especially employees who don't take their vacation due to some weird sense of loyalty to their company. To which I say to them, how did it just feel to gift $(hourly rate x hours forfeited) to the company this year? Some better companies will pay out at the end of the year for unused time.
My VMS box beat up your Windows box.
(Score: 3, Interesting) by meustrus on Wednesday August 31 2016, @09:23PM
It's important for everyone to remember that "the company" is mostly a collection of employees, most of whom are subject to the same time-off policies as you. When you don't take your vacation time, you cultivate a workplace where others are expected to do the same. Since "others" is "other employess", which is the rest of "the company", when you don't take your time off, you are actually hurting "the company". Especially when you consider productivity boosts from everyone being happy and well-rested.
If there isn't at least one reference or primary source, it's not +1 Informative. Maybe the underused +1 Interesting?