Quote :

" I became "involved" with the other sales rep who is a female. (sidenote, we have been together for over 4 years now) My boss found out about it and fired both of us, along with a 3rd person that had nothing to do with our relationship. The reason for termination on all 3 of us was "Using the company computers for personal use". My GF and I were sending some pretty explicit IMs to each other during work hours"

lol

I'm Krallum and I approved this message.

12/27/2012 9:23:54 AM

First off, i would have never grabbed a chair, much less a ladder unless someone in upper management sent me an email in writing to do it. Always get something in writing.

And get a lawyer. I think this is a waste of resources. Update your resume, beat the pavement, get a new job. move on.

12/27/2012 9:27:09 AM

You wouldn't use a ladder unless your boss told you it was okay?

I'm Krallum and I approved this message.

12/27/2012 9:29:56 AM

This won't really help you in your situation, but it might make you feel better and be more successful in the future. I would recommend you stop looking for reasons why they fired you and just take it as it is. I know it's old and we've all heard it before, but you are responsible for you, it doesn't matter what everyone else is doing, you need to follow the rules. I broke the a rule once at my job (one of those 8-5 kind of rules), plenty of other people at work break it daily, but I got written up for it my first time, and I got chewed out for it in a much less than professional manner. At first I thought it was bs and my boss was a jerk and I'm going to appeal, blah blah blah. But then I thought, I'm the one who broke the rule, I have access to all the rules and I should have been following them perfectly. As humans we have the natural tendency to externalize our failures, but doing that can cause you to make the same mistake again. They gave you a first warning, and you knew ahead of time that your boss was a jerk, you shouldn't have expected any leniency at all. From HR's perspective, they should deny your benefits considering they are within their rights to do so.

I empathize with you, and it does stink, but you'll find another job, and if you take it as a learning experience, you'll be more successful in your career for it.

12/27/2012 9:37:25 AM

I am going through something similar. At the end of Oct I was terminated for "unsatisfactory performance". I was there for 20 working days. Six days before he fired me, he sent me an e-mail praising my performance. When I presented a copy of this to the HR consultant ( not the hiring manager), it didn't make a difference. Luckily, my application for unemployment benefits went through with no problem.

I had two successful interviews at the same place, but I think HR hiring manager blocked it. During the interviews, I was very forthcoming. The way I approached the interviews was...ok this happened, and here is how I would have troubleshooted if I was given the opportunity to stick around. They both seemed to understand my version of events, but in the end, it's my word against my former boss..who do you think they're going to side with? Of course, the employer is always right.

I fear some retaliatory tactics by HR if I pursue this further. I am looking for employment elsewhere right now, but would still like to have the option of returning. Here is what HR consultant said about their rehiring policy. So, basically..I can still apply for positions, but it will be up to the hiring manager. And with 'unsatisfactory performance' termination, which looks bad on paper alone, they're not even going to even take a second look will they? Is it wrong asking HR hiring for a copy of what my former boss has on record? In the termination letter, it was pretty generic and didn't specify anything really, except "unsatisfactory performance". I just want to know that what he has on record with HR wasn't misrepresented.

Quote :

"I just want to make a distinction between your rehire eligibility versus a recommendation for rehire from Human Resources. You are eligible for rehire, in that prospective hiring managers may choose to interview you and ultimately make a job offer to you. Your most recent employment status stands as an involuntary termination because you did not successfully complete your orientation period in the _____. Transparently speaking, hiring managers within _____ will be informed from Human Resources that your most recent employment ended because you did not successfully complete the orientation period due to work performance concerns. I would concur with you that there was no “gross misconduct” associated with your employment here. Consideration for future employment will be based on a hiring manager’s decision of whether you are the most suitable candidate for the available position."

2/19/2015 7:19:53 PM

Do you really want to work for some assholes like that? You know the recession is over right?

Either your performance sucked or they are assholes either way that company is not for you.

2/19/2015 7:41:41 PM

^^ Come on down to Charleston and I'll get you a job where you can cut your teeth in a good Asian kitchen.

2/19/2015 7:45:26 PM

You don't have any Asian friends do you? Give me your stereotypes of Asian parent. You'll understand why the jump is not easy as it sounds.

PS- The latter, I am referring to your advice you gave me in Chit Chat.

[Edited on February 19, 2015 at 8:16 PM. Reason : .]

[Edited on February 19, 2015 at 8:19 PM. Reason : .]

2/19/2015 8:16:31 PM

Quote :

"Do you really want to work for some assholes like that? You know the recession is over right?"

2/20/2015 9:52:13 AM

acraw, even if you're being treated shitty, there is nothing you can do. You won't win a claim, you're not going to get a job back, and they're not going to correct your HR file. This is an "employment at will" state, and they can fire you just because they don't like your eye color or the t-shirt you wore one day and there is absolutely nothing you can do about that. It sucks, but that's the law. Your best bet is to move on. If you are really hung up over this, send a nice email or a voicemail to your previous supervisor. Tell him you would like to learn from your experience and ask that he grant you the courtesy of a teleconference. Ask him what you could have done to improve your work, or keep your job. Accept his criticism, and then move on.

If he doesn't have criticism, perhaps your professional way of handling the termination will cause him a change of heart and he'll take you off the blacklist.

2/20/2015 10:29:29 AM

your previous supervisor is just going to be annoyed that you are bringing it up, just walk away

2/20/2015 10:57:38 AM

If you get terminated from a company for "unsatisfactory performance", the chances of you going back to work there are pretty much zero. Most companies have a "No Rehire" list that you land on if you're terminated for performance, and getting off the list is impossible without an act of God or court order.

2/20/2015 12:03:22 PM

Well one of the reasons ( besides idle time ) why I am hung up on this is because in my previous lab we had a foreign post-doc who for months, was fabricating data where these numbers never and couldn't possibly exist. A classic, brazen case of research misconduct that most universities have ZERO tolerance. The university policy is that the person had 30 days to return to native country, yet somehow managed to convince all players involved including HR to remain in the state for three more months until they found a job. This person was allowed to remain in the states and is now at M.D Anderson Cancer Center. Scary, because we don't think it's the first time base on lack of fundamental knowledge.

I guess I can't tap into my inner psychopath very well.

But you guys are right, I keep re-reading that response from HR, she tried to put it nicely, but really all she is saying is you're eligible for rehire but you don't stand a chance. It's just that if they want to be consistent across the board...then, the example above should have been treated the same way. There are other similar stories about research misconduct that would make you scratch your head. Whatever. Can't do anything about it. Moving on ...

2/20/2015 3:28:59 PM

Quote :

"was fabricating data where these numbers never and couldn't possibly exist. A classic, brazen case of research misconduct"

Quote :

"is now at M.D Anderson Cancer Center"

2/21/2015 4:00:59 PM

isn't this the job where acraw was constantly complaining and refusing to do things because they weren't her job in the workplace annoyance thread? why are you trying to go back there?

2/21/2015 4:24:44 PM