SoylentNews is people
SoylentNews
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: 2) by bzipitidoo on Wednesday August 31 2016, @09:56PM
What are the goals here? 1) Get out, 2) don't burn bridges, 3) don't get cheated of your pay, and 4) don't make yourself look bad. Let them say the stupid stuff and look bad. Maybe they will. Take notes, too, if it's so bad there's good odds they would be in trouble if their words and deeds reached the right ears.
Anything you say or do should be with those goals in mind. I would say as little as possible. You are not on a moral crusade here to tell the employer, verbally or in writing, that their policies are mean, unfair, or illegal no matter how true that is. Save all that for other ears, such as the union or State Board of Labor or your lawyer, or, heck, your private diary. The most I might say to them is hint that their policies are costing them money. But mostly, are they your friends? No. Are they enemies? Maybe. Predators, more like, and you're prey. If they are enemies, why would you want to help them? Especially, why hand them things they can use against you? The more you say, the more material you give them to work with. Also, an ugly exit interview can change them from indifferent to enemies who may want to do you dirty as a parting gift. If it is at all possible to make this sound somewhat credible, could feed them bull about what a great experience and privilege it was to work there, and that you learned a lot, etc. They will probably know you're handing them a line, but they are accustomed to dancing with lies and will not challenge nice sounding ones. That's not the best thing to do, but that's better than telling them what assholes they are. Especially don't lay the nice on too thick! You DON'T want to be blatant about the white lies, at least leave them unsure whether you're lying or not, give everyone room for verbal maneuvering. Best is tell them nice things that are true, like that you did learn a lot. Just don't elaborate that what you learned is not complementary to them! Also, be careful not to relax if they put on a friendly act in a run up to a few hard questions. They may want dirt on others. Don't give it to them. If you can't do that, then say nothing. They're not completely stupid, they'll figure things out for themselves, eventually.
One other thing to say is to make answer to any stupid accusations anyone is trying to leave on your record. You don't have to, of course, but I think it is a good idea to set the record straight. For instance, I was accused of assigning the wrong IP addresses to isolated test computers that weren't hooked up to a network. The accuser had merely pulled IP addresses out of his rear and declared those the "correct" ones, solely to create an issue to use against me.
Give them 2 weeks if possible. Only reasons not to is if they are behind on your pay, or you have other work that needs your immediate attention, like the aforementioned new job. The 2 weeks is as much for you as them, and if neither side needs it, if you don't need the pay, then it's okay to leave sooner.
As to the bridge burning, again, what is the point? So you'll feel better? Revenge? Forget that, not worth it. If you have some real grievance, take it up with an outside organization whose job is to deal with wrongs employers may commit.