I need to know what to do with a person that was hired to assist the boss but has never held a job that had any power. I asked my boss about her position and he told me that she has no power, yet she goes around like Hitler and tells everyone she is in charge. She is very blunt on telling us how to do our jobs. It's a small office and she is a little monster. If I go to my boss about her behavior, I don't want to rock the boat. If I tell her, she will be happy to know she has gotten on my nerves. She is a person that tells everyone every second that she is our supervisor. What can you do with a person that has some say but not enough to enforce any policies? I don't ever want to be known as a difficult person so do I just ignore the monster or do I go to my boss in a nice way and explain what's going on?
- Wondering
Dear Wondering,
You ignore her AND go to the boss.
Once a person like this gets in and behaves this way, there's nothing you can do to stop her without turning the boss' magnifying glass in your direction. You say that it's a small office, which leads Alotta to believe that the boss would have a hard time existing there without bearing witness to some of Hitler's marches. As such, Alotta has a hunch he is somewhat (if not fully) aware of her conduct. Given that assumption, he probably has chosen to look the other way. Since he hired her, it may not be easy for him to admit the mistake and say "auf wiedersehen" to her. On the flip side, he may be happy with the way his Gestapo is "kicking butt and taking names" so he doesn't have to do the dirty work. Keep these things in mind when you meet with him. Be tactful, unemotional and calm when you let your boss know that she is the root of unhappiness in the office. Most importantly, keep a clear head and speak to him in such a way that lets him know that you are sure he cares about his employees and that you just thought he would like to know. Above all, do not imply that he made a mistake in hiring her or you could end up chewing the wrong end of the schnitzel.
In the meantime, if she tells you she's your supervisor, simply shrug it off. If you're feeling brave and it's a Friday, you could tell her that Hitler called and that he wants his mustache back.
- Alotta, firmly
Dear Alotta,
I really hope you can help me with this and I hope I don't sound petty (but please tell me if I do). I work for a relatively new and very small company (under 10 employees). In March, we were told that the company would contribute $400 per month to a plan that we could use for either a medical savings account or childcare expenses. Because of miscommunication between my company and the provider, the benefit was reduced to $100 per month. The problem, as I see it, is that I submitted claims for medical expenses in mid-June that still haven't been reimbursed. I have called the benefits provider and was informed that my company hasn't made any contributions to this plan.
I have spoken to the manager at our company about this problem. Nothing has happened. In all fairness to the manager, he has had a very busy schedule this month. I am not the only one affected by the lack of company contributions but I am the only one that has said anything. I am feeling as if my concerns are not important to my manager. I should also point out that we started out as 6 employees and one of the original 6 left because her concerns about benefits were not adequately addressed.
- Truly Bitter
Dear Truly,
Petty, Schmetty!
Empty benefit promises are inexcusable and illegal. Alotta's counter question to you is: do you have it in writing? Written agreements to pay benefits are legally binding contracts to which companies are held responsible. If you have it in writing, you have the right to recover benefits due. A busy schedule is no excuse for not delivering promised benefits to your employees.
Benefits can make or break an employee's job satisfaction. The most telling detail of your situation is that one of the original six left because her concerns about benefits were not addressed. This is most likely a lead you should follow.
As for getting the money reimbursed to you, even if you don't have it in writing you may want to speak to a lawyer who specializes in labor law if you would like to pursue legal action.
Here's a link to a similar case regarding a miscalculation and miscommunication on a retirement plan benefit: Fitch v. Chase Manhattan Bank. In this case, the judge ruled in favor of Chase Manhattan Bank, however your case significantly differs from the Chase case in that you reasonably relied on the inaccurate contributions and you have already submitted claims.
Additionally, please check out your rights as an employee at the United States Department of Labor Employment Law Guide Website. You should also investigate the laws in your state.
post a comment Add one!
