This post, my manager is annoyed with my eras off, missing wield because” something been put forward ,” and more, was originally published by Alison Green on Ask a Manager.

It’s five provide answers to five questions. Here we go…

1. My manager is annoyed that I obstruct get Saturdays off

I work on a production line. It is difficult for me to work Saturdays as my bride occupations a weekend alteration and childcare is hard to find on the weekends. My job is supposed to be( and was when I was hired 10 years ago) Monday through Friday, but over several years they have added 10 -1 5 Saturdays a year.

I discovered three years ago that if I look at our company’s warehouse shipping/ receiving database, which I have access to through the intranet to fiat sides for my boundary, I can see what Saturdays we move forward weeks in advance. If I consider an outbound shipment for its consideration of this agenda item my thread fixes on a Saturday, it means we will be scheduled for production that Saturday.

We are required to request vacation at least two weeks in advance of the working day( s) we want off. So when I investigate a Saturday work day, two weeks and one day ahead of it I solicit that Friday off( then you likewise get Saturday off as it isn’t a regular planned work day) and have always gotten it off. The production schedule our crew checks is exclusively one week out, too late to request a vacation date if you ascertain we move forward a Saturday and miss it off.

My supervisor discovered that I haven’t run a Saturday in three years and has been moving my vacation requests and settled it together that if I seek a Friday off, two weeks later we are working a Saturday. She questioned( several times) how I know when we are working a Saturday and I say “lucky guess.” I can tell that this REALLY riles her.

I found out through my brother-in-law, who works in IT for the same company, that my overseer put in a request for them to review my computer biography as she felt I was accessing “inappropriate“ content. Of trend they found nothing and my brother-in-law’s boss was somewhat pee-pee when he found out why my director missed this done and squandered a cluster of their hours going through my computer files.

My supervisor is now hanging around my work station a whole lot more; she is always walking by and stopping to “check in .” I caught her concealing behind another machine near mine so she could see what was up on my computer screen. She has also asked me to stay logged in under my word to save time when she rarely treats for me for my transgress( to check my research autobiography ?) and of course I don’t as it is against company policy. I now access the outbound page when I know she is at a staff meeting.

It has become frustrating with her constantly levitating over/ around me. She is my supervisor so I guess she can but it is acquiring me very nervous being constantly watched. I genuinely don’t want to give up my “secret” as then everybody will do what I am doing and I will start working Saturdays. Can I file a persecution declaration against my boss for her acts? Other estimates?

No, this isn’t harassment in the law smell( that would need to be based on your race, sex, belief, disability, or other protected class ). But it is bad management. If she wants to require you to work some Saturdays, she exactly needs to tell you that you need to work some Saturdays. If she doesn’t trust you to do that without oversight, she could stop recommend your Friday-off petitions, since she’s figured out that they’re restrained to the Saturdays you miss off. I’m not sure why she’s not doing that and instead is spending all this time lurking around you.

On your place, though, wouldn’t it make sense to only talk to her about the Saturday work requirement? Ideally from the start you would have explained that you were hired to work weekdays, have child care homes commitments on the weekends, and aren’t available to work on Saturdays. It’s going to be harder to do that now because it sounds like it’s turned into a battle of wills between the two of you, but at some extent she’s going to figure out a practice to block what you’ve been doing, and then you’ll have to have that speech regardles( or find alternative solutions for weekend child care homes ).

2. New employee missed fourth epoch of piece, saying “something been put forward”

I had a brand-new hire start on a Tuesday. That Friday, I woke up to a text from my brand-new hire from the light before, saying that she would not be in on Friday, that something had come up and she would experience me on Monday.

This is an in-person job in a corporate environment. It is my first time managing within a corporate environment; my previous administration stints were in an environment with proletariat status and expectations that would not fly in a well-run corporate rectifying. But in my former lifetime, to call off signified you were literally dying or in prison and you would divulge that when you called( I don’t like or agree with this ). I is respectful of a person’s right to take a sick day and I feel nobody is obligated to share personal details, but I also don’t feel like” something came up” fairly trims it. Especially on what would be your fourth period on the job.

I’m looking for some guidance on where to set my anticipations( regardless of this person works out or not ). Am I out of line to feel” something came up” feels incomplete when announcing out?

You’re not wrong! “Something came up” is strangely cavalier. “I’m sick” or “I have a family emergency”( without commit items beyond that) would both be fine, but “something came up” sounds like it could be “my sister called and I feel like talking to her” or “someone invited me to play tetherball.” It too sounds like she doesn’t suppose calling out on her fourth epoch of work is a big deal, when that’s ordinarily something parties is actually thus avoiding unless they rightfully couldn’t.

“Something came up” might be fine from a longer-time employee who had a track record of reliability( although it would still be kind of weird ), but it’s jolly scaring from someone in their first week.

3. Other administrators say I should react bellows on my periods off

I am a brand-new bos( one year) with my nation government( but have over 25 years of service with them ). The other foremen in my bureau feel the need to coach me and is saying that even on my dates off, I should make my works is a well-known fact that I am available to them. When I attempted to set borderlines by saying that when I am off, I am frequently with my grandchildren, one supervisor responded that she has 10 grandchildren and still utters herself accessible when she is with them. Well, good for her. I deserved every minute of my vacation time and have a full, rich man outside of work. I feel that I am entitled to time off as anyone else is. Am I really expected to answer emails and my phone on my day off? We are not a health care facility and not first responders. We are office workers.

In theory , no, you shouldn’t be expected to answer emails and entitles on your eras off unless something is genuinely emergency situations( in which case, dealing with that is indeed part of countless management tasks ). But in reality, the high expectations around this can vary enormously from bureau to position. If your office culture is that foremen may be able to do that, there might be a price for refusing( in terms of perception, advertisings, etc .). You might decide you don’t care about that toll, which is your prerogative! Or you might look around and recognise there’s won’t be much of a price to be paid at all.

But if you’re unsure, talking to your own manager about it is a good place to start. She’ll be able to give you a better sense of how against-the-grain it would be there to protect your days off, and how it might affect you if you hold firm.( For the record, I reinforce you in containing firm! But your office culture is what will dictate how much of an issue it might be .)

4. I didn’t chasten people’s mispronunciation of my mention while interviewing

I’ve been through a multi-stage interview process consisting of short-change one-on-one interviews with various people from the organizations and I’m expecting to hear a final decision next week. I have a fairly common( or at least not rare) first name but it’s pronounced in an peculiar highway. Each interviewer I’ve talked to enunciated my mention the standard way and because of a mix of my own guts, fast-paced interviews and the examiners not interrupting to ask if they’re pronouncing it right( which compiles smell since my pronunciation of my identify isn’t common ), I never corrected them. Plainly if I don’t get the position it won’t be a problem, but in case I do, what’s the best way to bring it up? I don’t want to look like I assumed I wouldn’t be working with them or like I’m not proactive. To be fair, in this case I wasn’t proactive about this and that’s something I’ll bear in mind for future interviews and simply remedy the articulation up-front — but in such cases how could I raise it up as with as little awkwardness as possible?

It won’t be a big deal at all. On your first day as you’re introducing yourself/ being introduced, you’ll just say, “Actually, it’s’ Lu-CHEE-a, ’ not’ Lu-SEE-a.’” No one is likely to read anything into the fact that you didn’t correct them while you were interviewing. They probably won’t even remember if they used your honour with you and if they do, they’ll merely representation you don’t bother to correct people every time in every situation, if they even “ve been thinking about” it at all( which they likely won’t !). They’re not going to think, “Wow, she must have assumed she wouldn’t end up working with us” or “what a shirk approach to her own name.” No one will think about any of this as much as yourself are!

But if anyone does say something like, “Oh, you should have told us earlier, ” you can always say, “It’s mispronounced so often that sometimes I don’t even bother to correct it, but since we’re working together now I wanted to make sure you knew how to say it .”

5. I had a great interview — but they’re still “actively recruiting”

I just finished a final round interrogation, and I thought it went well( they even asked me about my pastimes, which I assured as a good indicate ). However, the day after my final interview, I was looking through my email and received a” LinkedIn Job Alerts” notification. I considered the company on the list and that they were still” actively recruiting .” Does this means that I messed up the last round and will not be hired? In the same vein, if an enterprise reposts a activity on a chore card after a interview, is it safe to assume that they’re not considering me?

Nope, it means nothing at all. It’s very normal for a company to keep their job postings active until they’ve made an offer and had it acquired. Plus, this was only the day after your interview! It’s very likely that they haven’t made a hiring decision yet and they might still have other applicants to interview. But even though they are they left the meeting with you thinking, “Wow, that’s the one for certain, nullify all the other interviews, ” they’re still not going to have taken down the lean within a era. The report contains comments to check, decisions to finalise, paperwork to do, offers to put together — and then they need to wait to see if you even acquire it. It’s very normal to keep ads active during that time.

You may also like: I’m getting mixed meanings about whether I have to work overtimehow to say “I’m not volunteering for this, but I’ll do it if it’s compelled, ” using bathrooms on a different …my coworker forged an email, hire keeps asking for pay advances, and more

Read more: