The "final decision"
I got an email today from the director of HR. It was, in the words of my dear friend Vicky, "...some of the best circle talking I have ever seen" and really, it was. The email ended with her saying that she would be getting with my manager later today to schedule a meeting.
So, shortly after lunch, my manager is standing behind me. I signaled to her that I would be with her when I was done with the call I was on, when I noticed the director out of the corner of my eye. Standing there, waiting. Annoying.
So... the VP of personnel, the CEO, and the corporate counsel all met together. And came up with what I assume is a new policy. They decided that, in the future, an employee with this situation will be given a two week personal leave (to be used concurrent with any and all PTO. All PTO must be exhausted, and the rest will be unpaid). That's all well and good, but does nothing for me since I'll have damn close to two weeks of PTO at that time anyway. My original request was PTO+2=X. I got PTO+X=2. Not the same, but...
I was "asked" not to use any PTO for any vacation and/or personal leave. I made it clear that I intend to take a short vacation before the birth... she told me (the director) to email her with the details next week and she'll review it. Later my boss said she wished I had just shut up because she would have approved whatever I asked for. When I mentioned that that would get us both in trouble, she said she would have talked her way out of it. But she did say to use any PTO I needed for illness, appointments, whatever. She's got my back. I LOVE this chick!
After I left, they again talked. My boss made it clear to director lady that she was NOT going to let me leave over this, that I am too good to be lost for something so stupid.
I was told to immediately call if I needed more time for something serious (baby in hospital, AJ not recovering well, whatever). My manager thinks they would approve it. She has full faith in the director of HR to get things done... and I have full faith in her.
Apparently the VP of personnel didn't even want to touch it without the CEO and counsel involved. Good thing, I suppose.
Soooo.... it still doesn't really benefit me all that much, but apparently it will be official. As in, they will have a policy for this going forward. At least that's my understanding. So next time (oh, there will be a next time... there always is) someone won't have to go through the wringer like I did.
I just want to point out that I do think that two weeks of unpaid time is adequate. I just wish it was IN ADDITION to PTO, not concurrent with. So it's not two weeks of unpaid, it's two weeks period.
New signs today on the lunch room tables... "It's takes less time to do it right than explain why you did it wrong to begin with." I have had two meeting with corporate counsel, one with HR manager, 2 with HR director, 2 with my director, 2 with this manager, one with my last manager, and countless emails and phone calls... yes, it would have taken far less time to do it right from the beginning. Especially since, in the end, all I got was permission to use my PTO. Yay. (Of course, if I don't have enough, then I've gained something).
Now... I just want to see that policy. I'll believe it when I read it.
I quit on Wednesday. I really did. I was so over that place... it was all said and done in my head. And then my manager asked me something, and I realized how extremely fond I am of her, and how bosses like her are hard to come by, and that I couldn't be that lucky again, right...? So... I changed my mind. But she could tell how over it I was on Wednesday, and she made it clear to me today that I am NOT leaving. She might tie me to my chair, ya know.
posted by Estelle @ 5/23/2008 11:12:00 PM
4 Comments:
That's crappy. But as a lawyer I'll tell you that practicing law is all about interpretation since many laws have areas of ambiguity. And if there's no real clear case law to clarify it makes it even murkier. It doesn't look like there's much case law in Florida so I see where HR and Legal don't have a clear cut policy.
The other crappy thing is that unless you are willing to kiss the job goodbye it's probably not worth it to make a big stink and fight it. Because employment is "at will" meaning you can be fired for any reason unless it's clearly against the law (discriminatory). And proving discrimination is hard and can take years.
I guess the other super crappy thing is that because you live in Florida you can't adopt Charlie and new baby. You should temporarily relocate to another state and adopt them then move back to Florida.
As a Dyke Mom HR person, I can't tell you how sorry I am that all this is happening. ENDA is SO much more important than the right to marriage, in my opinion, for JUST this reason. If we can have control over our employment and be allowed the same legal employment rights as hets, we can marry, adopt, and do whatever else we need to do without fear of losing our jobs over living our lives as we choose.
I wish I had read the previous posts in time - usually I read your blog at least once a week, but I just quit my job myself and I've been offline, vacationing in your fair state. (Destin - not so much on teh gays, eh?) If I had, I'd have given you similar advice to our lawyer commenter, but with this caveat - you are worth more, much more, than this company is giving you. No matter how great your immediate supervisor is, she could be transferred in a heartbeat, and then you're still stuck at this same crap employer, now with a troublemaker tag. Start looking - not because they suck, though they do suck, but because you are worth more. Even in Florida there are employers who will treat you, and your family, with the dignity and respect you deserve. Really. Start looking, start networking, make a few calls, and get ready to hit it as soon as you get back from your two week PTO extravaganza. Make them sorry they're losing you, and make them do the fancy footwork with their supervisors over their turnover rate.
Whoo Hoo Franny!
What a lot of crap you have to deal with there. I am sorry it is such a struggle, to find leave for your impending child. You should all move to Canada!
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