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Forbidden Questions
Forbidden Questions:
Questions we would love to ask, but for fear of loosing our jobs, we dare not.
Question #1:
What is RTO?
Return to Office
What's the big deal?
Consider: An employee is told in writing that his position can be remote permenently. He is two years remote. He has relied on ARUP's representations regarding remote work. Andy wants to see people outside his office. Employee is told that ARUP has changed it's mind about remote work. Employee must RTO by (dates come and go). To do that Employee will have to sell his house, uproot his family, find a new home in SLC and now spend 90 minutes commute time per day. That's a big deal.
How can ARUP demand RTO after agreeing to let employee work from home?
The courts may have to decide that.
Are there any lawsuits over this issue?
Why has ARUP taken this position?
They want to eliminate some positions..
Is everyone effected?
Not the ones that have been granted exemptions. Look around, you'll find them.
What else should I look for?
Look for a group moving to a new home within the organization which is exempt. Then look for remote workers in that group. Those are the exceptions, moved to an exempt group to sheltler them from RTO.
Why are "medical" directors assigned to lead technical disciplines of which they are uniquely unqualified?
Sarah
Jenna
Clearly they don't know that they don't know and are dangerous.
Question #2: What is the cost of "return to office"?
financial, human, reputation,
Question #3: Why is ARUP taking such a hard line against remote workers?
From Andy's own mouth, "I want to open my door and see people working."
Question #4: Why are "medical" directors assigned to lead technical disciplines when they have a 4th grade education in IT?
Andy's Tantrums
Andy's well known for his fits—explosions of temper that seem less about the issue at hand and more about asserting control and theater. He has a way of looming over conversations, raising his voice and belittling others until they back down, mistaking intimidation for strength.
Andy has really developed a solid reputation in the "loose cannon" club terminating employees at will. As long as the Board is tone deaf to the needs of the people who make this company tick we're stuck. He's a great book keeper. CEO? NOT so much.
There is a bridge for sale in Arizona ...
Step 1: Informal discussion with supervisor Caution - this could cost you your job.
Employee concerns should first be discussed with the employee's immediate supervisor. Many concerns can be resolved informally when an employee and supervisor take time to review the concern and discuss options to address the issue.
Step 2: Written complaint to supervisor Caution - this will cost you your job.
If the employee is not satisfied with the results of the informal discussion in Step 1, the employee may submit a written complaint within five days to the immediate supervisor to include:
- The nature of the grievance.
- Detailed information including evidence of the issue, witnesses, related policies, etc.
- The remedy or outcome desired.
If the employee complaint is regarding illegal harassment, discrimination or retaliation, the employee should submit the written complaint directly to Human Resources. By this time HR and management already know all about it.
Step 3: Written complaint to senior management You are dead. You just don't know it yet.
If the employee is not satisfied with the response from the immediate supervisor, the employee may submit a written complaint to senior management for review. A copy should also be sent to Human Resources. The request for review should include:
- An explanation of the grievance and details of all previous efforts to resolve the issue.
- A copy of the written complaint submitted to the immediate supervisor.
- A copy of the immediate supervisor's written response to the employee's complaint.
- Detailed information regarding the employee's dissatisfaction with the immediate supervisor's response.
Senior management will consult with the employee's immediate supervisor, Human Resources and any other relevant parties to evaluate the grievance and provide a written response to the employee. The outcome of the review by senior management will be final unless new evidence or other circumstances warrant additional review of the complaint.
Review by Sr Management is final just like Cambodia. BUT, consider a law suit. That is where "final" doesn't belong to management.
Recordkeeping
Human resources will maintain records of the grievance process confidentially and securely. Not a chance. Everyone will know.