This post, can I ask my employee to remove his pronouns from his email signature, deposit paying for a business hotel, and more, was originally published by Alison Green on Ask a Manager.
It’s five provide answers to five questions. Now we go…
1. Can I ask my employee to remove his pronouns from his email signature?
My employee recently added pronouns to his signature pipeline:( he/ him ). Can I ask him to remove this from his signature? It seems highly unprofessional, particularly in our industry.
Please don’t. It’s not unprofessional.
There’s a developing movement to include pronouns in things like email signatures to create a more inclusive environment for trans and non-binary employees. Your employee may be signaling support and inclusivity and/ or may have encountered beings misgendering him.
If this feels out of sync with your corporation, the answer to that isn’t to tell your employee to stop doing something inclusive; it’s to push your fellowship to evolve. If you’re not up for doing that, you at least shouldn’t standing in your employee’s way.
2. Stuck paying for my own hotel for business travel
I work auctions for a mid-size company. I was sent on a sales trip, and the company booked a room at the inn. Unfortunately, due to airline retards, I arrived at the hotel three hours too late and the apartment “re no longer” available. The hotel had no other chambers accessible. I went to another hotel and checked in with my own credit card.
When I got back, I had hoped to be reimbursed for my hotel bide. Instead I was informed that I bided at a hotel that’s on the company’s omitted gathering roll( a inventory of companionships, authorities, beings, etc. that the company does not do business with ). I tried to explain that I was unaware that the hotel chain was on the list and this all happened at 2 in the morning when I didn’t have time to call the company and have them get me a apartment somewhere else or tell me what neighbourhood inn was okay. I’m am aware there’s a list, but I didn’t know about this order and I was fixed. I imagine the company should at least recoup me for 75%. Your thoughts?
Your company should refund you 100% unless you purposely prefer something like the Ritz-Carlton when the Doubletree was available. And even though they are you did that, they should still reimburse you whatever amount they commonly would have paid.
It’s not reasonable that you should have to pay for your own hotel on a business trip simply because you were stranded without accommodation at 2 am and weren’t able to check their omitted schedule. Ideally, sure, you would have checked the schedule. In reality, that’s not always practical, and a decent companionship would recognize that and make sure you’re not penalized exactly because you encountered a jaunt snafu that was out of your hands.
I would go over the head of whoever told you no and push this further.
3. My company is investing in me, but I don’t plan to stay
Before Covid, I was a freelancer in a fast-paced, competitive, and highly artistic subject. Due to my state’s strict lockdown patterns, it is impossible for me to do “whos working” until all restrictions are filched. Even then, the chattering in the field is it could be a while before everyone is fully filled. I acquired a great part-time job working from home with a startup that, while in my wheelhouse, is not included in my realm. I had trouble adjusting to the more corporate aspects of the job, but after six months I am flourishing. I led from part-time to full-time( after aggressively lobbying for it because I needed the money ). Going full-time has intended more responsibility and more to do. That is great, as I are keen to busy.
But recently I have been getting more to do that signals that they are making an investment in me, in the expectation that I will be a long-term employee who will move up and take on a more major character. The difficulty is, I plan to go back to my previous vocation the moment it is an option. I do enjoy the working for me, but this was a stop gap. I am worried that if I signal my intent to leave in the future when my previous vocation becomes an option again, they could trimmed my hours or merely fire me. If it matters, I do reckon I will be in this job for at least another 8-12 months.
Is it wrong of me to continue to take on more responsibility, knowing I will eventually leave? My boyfriend says I shouldn’t say anything, that it will be their problem to supplant me when the time comes. But that feels wrong to me, they gave me a undertaking when no one else was hiring, and it’s the reason we were able to keep our pates above irrigate, and I like and respect everyone there.
Is there a direction signal my intent to eventually leave, without damaging the position I am in now? Most of my contracts in my previous task never lasted more than 6-8 weeks, so this is officially the longest job I have ever had in my adult live. I think that is doing it harder for me. I simply don’t know that the best practice is here. Am I overthinking this?
Nah, it stimulates ability to be concerned that your companionship is expecting something different from you than what you’re planning, and that they’re investing in you based on such a assumption.
But I would not alert them that you plan to leave as soon as you can. They probably wouldn’t fire you, but you’d risk a whole range of other less-than-desirable results, from being lodge with digesting work for the rest of your time there to being at the top of the index if they need to lay beings off. A good fellowship won’t do that in a punitive channel, but it can be the natural make of knowing you’re planning to leave. On top of that, you don’t currently have firm plans for any kind of timeline. No one can say for sure when your aged province will pick back up again or how long it will take for you to get hired where reference is does. And who knows, maybe something will change in the meantime that will determine you decide to stay where you are.
It would be different if you had firm plans to leave in two months. But “I hope to leave in about a year, but the timing is really up in the air” is not something “youre supposed to” share right now.
4. Can my employer become me take a lunch break when I’m working from residence?
I’ve been working from dwelling for 10 months now, and am hourly.
Currently, hourly works must request to work from residence via an HR app each week. No big deal — the vast majority of the organization is currently working from dwelling, and the approbation is just a formality. We recently received an HR notification stating that hourly employees will start having to clock in and out electronically, with details forthcoming.
When we were in the department, we were forced to take a half-hour lunch, unpaid. I have not been doing this during this period of succeeding from home. Maybe it will be addressed when login rules are communicated, but I wonder if an employer can enforce you to take an unpaid lunch when you’re not on the premises.
Yep, they can require you to take a lunch break even when you’re not on their premises. Some government specifically require employees to ensure that non-exempt works take a lunch break after a certain number of hours of work, even though they are said employees are working from home. But even if your commonwealth doesn’t mandate it, your bos can choose to require it.
But if it’s not required in your government, you could tell your manager you’ve discovered you prefer not to take lunch and ask if you could start or goal early so can skip lunch without incurring overtime. Depending on schedules and workflow in its term of office, that might be fine. But ultimately it’s their call.
5. Should I tell my boss I’m dealing with a chronic ache topic?
Over the last month or two, I’ve developed chronic pain that has required me to miss several days of work. I never know how bad each day will be until I wake up. This grief is centralized on my uterus/ ovaries. I am working with doctors to try and figure out the cause, but diagnosis and therapy can take time.
I dont want to being any of this up to my manager. When I’ve had to take a random day off every three or four weeks, I’ll simply say via email I have a migraine or a stomach glitch. But the sorenes has only been getting worse and I might need more dates off and more frequently.
My manager and I have a friendly relationship. I’ve been using my allotted sick term and she previously has said I’m top expectations but I am still relatively new( nine months ). I too perturb as anguish associated with menstruation is often just associated with “being a woman.” However, I upset if I don’t address this soon, it will become more problematic if I need to take off added time off. When I am working, I’m working slower. I haven’t had any issues with projections as my role is relatively adaptable in terms of deliverable dates, but I know I’m only is currently working on about 25 to 50% of what I would normally be doing.
Should I not bringing this up until it becomes more problematic, if it ever does? Should I simply mention that I am dealing with some state the questions and my output may be lower? Should I render more specifics? With Covid, we could only have this talk via phone or email( my firm does not turn our cameras on for any work calls ).
Since it’s ongoing, it’s useful to let your manager know the general situation so that if you impede needing days off or she has noticed you seeming slower, she has some situation for what’s going on. That’s better than her leap to any other conclusions.
But you don’t need to go into detail. You could just say something like this: “I wanted to let you know that I’ve been dealing with a state edition. It’s nothing to worry about and I’m working with doctors to figure out how to treat it, but where reference is flares up I will sometimes need a day off or might seem a bit off my customary sport. I don’t need anything in particular right now; I just wanted you to know the situation in case I be brought to an end needing added daytimes off or you notice anything seeming different .”
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