Long time ago, I worked at a company where the policy was that if you were absent the day before or the day after a paid holiday, you did not get paid for the holiday. And this was approved by the union, and included in the contract. (After all, we were the ones who had to work harder to cover for AWOL workers.)
Possibly you should suggest such a policy to your management.
…I hope that could be overridden with a doctor’s note or proof of attendance for a funeral or something? A flat policy seems pretty harsh!
I’ve been in the restaurant/foodservice business in my town for almost 31 years. And my town has an annual festival that runs for two weeks. The last weekend of the festival is know for a lot of “partying”.
The Monday after that last weekend is a good time to go looking for a job in my industry, due to the number of dumbasses who think anybody’s going to believe them when they claim to be “sick” on Friday or Saturday night.
Yes, it was for unexcused absences. Things like funeral leave were scheduled in advance, and actual sickness with a doctor’s note or such were OK.
Well, it’s official. We’re all fucked.
No notice. No warning. Just, “No more”. This is summer. There are so many people who telecommute who now have no time to make other arrangements and immediately. And the argument that we need to be in the office to interact is complete BS. Only a small handful of people I work with are co-located with me. The rest are in different time zones scattered all over the globe. He’s going to get a straight 8 from me now. I’ll also be leaving my laptop in the office so I won’t be ‘tempted’ to break any rules about working from home.
We also discovered the man has a $100M bonus if he gets the stock to 80. The quickest way to do that is to reduce headcount to make the company numbers look better. Guess he figures this will take care of more people leaving. I know many people who CAN NOT come in every day and had contracts allowing them to telecommute. Screw us all.
Sounds like some of that 100M is going to go to settle lawsuits from those contracts.
Time to update the resume, sounds like the goat feltching asshats are now running the funny farm.
I expect the people with written telecommuting contracts would be covered under the “very rare circumstances” exception. Reinforces the idea that it’s always a good idea to get your shit in writing.
Not that it doesn’t suck for everyone else, naturally.
We were told they aren’t honoring the ‘old’ company contract. They still want us to put in OT from home though. I sure hope he reconsiders but am not holding my breath. There are so many of us who are just screwed by this.
Tiny one, but why do so many people think that if your job involves computers, you’re a programmer? 
I get that from people who use computers in their job every damn day, but somehow because I carry a laptop I’m a programmer. No, and programmers are the first ones who’d be terribly offended by the notion!
My dad was a programmer. He carried around huge stacks of paper more than computers because a) it was the 1980s and b) it was easier for him to read the code when it was printed out.
Just out of curiosity, are you in a “right-to-work” state?
Funny how they can decide to do that, but I’m still obligated by the contract despite my bank being bought out more than once, and the mortgage being sold several times to companies I’ve never heard of, and certainly never signed a contract with.
Actually, depending on the state, they may have to do so. That’s why I asked if they were in a “right-to-work” state. If they are, then the employer can fire employees at-will.
Otherwise, the employees might have a leg on which to stand. That being said, insisting on honoring the initial contract does little more than put cross-hairs on one’s back, and places the employee under increased scrutiny.
That’s another issue. Everyone is so scared of being in those cross-hairs that we’re all silent.
We are in a right-to-work state, but the headquarters aren’t in our state. Not sure if that matters or not. We’re in many states across the country, and many countries around the world, too.
Depending on the contract of employment, there’s probably a venue provision. But yeah, even if you could force them to honor the initial contract, it’d just be a Pyrrhic victory, as your earlier post made it seem like they are looking to thin the herd in whatever way possible.
This would not be a good time to be perceived as “difficult.”
I don’t know, if you’re planning to leave anyway…
Worst case: Get fired, get unemployment.
Except that I don’t think that works if you’re fired “for cause”.
As someone with staff to supervise, why not let them take it? What difference does it make to you whether someone takes off on a Monday after a holiday or the middle of the week? My staff’s sick times and vacation are for them to use how they want it. If I think they are not doing their jobs, then it gets written up in their annual evaluation. Meanwhile, you can hold them accountable for delays when they are there.
Seriously, while I haven’t been doing this a long time, I have absolutely no problems if someone calls in to extend their vacation. They’ve told me that’s what they want to do and as long as they have spare sick or vacation time, I don’t think I’ve ever denied a request.
What cause? Telling them that you expect them to abide by your employment contract?
Sounds like this is an employer that’ll manufacture “performance issues” or other “cause”.