kambuckta, why didn’t you ask your supervisor who to send it to, rather than asking him to forward the email? Did you want the appearance of his support for your idea?
So what you’re saying is, if she changed it to: “it probably wouldn’t have fazed me,” you’d be okay with that?" 
Totally! See, I can handle correction when it’s merited!
English majors just can’t help themselves. I had a boss who would likely have done the same thing. She never saw a memo she couldn’t improve.
Why would you send your memo to someone else to send to someone else? That seems inefficient.
Some workplaces will NOT allow any bucking of chain of command.
Daffy Duck: It is to laugh. How many times do we have to say this on the SDMB-
HR is not your friend.
And OP- your supervisor and company owns anything you write. They can edit it as they please.
Yeah, pretty much what DrDeth said. It’s a company and you have rented your brain to them for the duration of your employment.
Your supervisor was within his rights to edit your email because what you say reflects on him, especially if he is forwarding it.
And never trust HR. They may pretend to be on your side, but they are leased, too.
True, but in those places you don’t send your supervisor an email that’s meant for a third party for your supervisor to simply pass on.
My workplace is has a very strict chain of command. I write an email to my immediate supervisor about whatever my issue is. He then decides whether the issue is his call or whether he needs to forward it to his supervisor, possibly with a comment. She may make a decision or she may forward it to the next level. This is,however, for issues related to my actual work. If I’m communicating with areas outside my chain of command ( timekeeping, payroll, health benefits, legal), then my supervisor doesn’t get involved at all. If I don’t know how to direct it, I might ask my supervisor ( or more likely his administrative assistant) how to direct it and in certain situations I might copy him but the idea of sending him an email that didn’t require his approval and expecting him to forward it doesn’t make sense to me.
I agree with all you’ve said, in general. But I have seen people get in a world of hurt for misquoting or misrepresenting emails. Including someone at a VP level.
I’d be interested to know if there are legal issues with selective editing of an email such that it changes the meaning in a meaningful way. That is somehow different than a report which goes through a formal editing process…?
Did your original email include the words cunty, goat fucking and shit ?
I always use those in the first draft. Also “motherfucker” and “soul-sucking twatwaffle”.
“You can’t spell ‘hurt’ without ‘HR’.” – Dilbert.
Bwahahaha…it’s all good as I mentioned upthread. The changes made were probably merited, but still, as mentioned HE SHOULD’A ASKED ME FIRST!
Cunty, fuckhead and mangrove goatwarbler were NOT mentioned in my letter. I will make sure that next time they ARE, so that any sudden edits will be obvious.
Interesting that I still haven’t had a response to my email, apart from the edit stuff, a week down the road.
At what point would you be requesting a response? Given that I still don’t know if or who the email was forwarded to, what would you do?
"Hey chief,
A friendly reminder: I haven’t received a reply to my e-mail re: [subject], sent on [date], about a week ago.
Any news on that front?
All the best,
/kambuckta"
What email? You sent one, you got a response. That’s all we know from this thread.
Uh, didn’t you write a letter suggesting a complete overhaul of the bonus structure and compensation scheme? Is that something your managers generally decide in a week? Or was your request something that is probably impossible to implement in the short-term but which they may consider some time in the future? Doesn’t seem like a time-sensitive or pressing issue that needs to be addressed immediately.
Some supervisors have their hands full with high-maintenance employees.