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I really feel so terrible for Jennifer. It was bad enough that her child had passed away, but it was pouring salt on her wounds when her employer chose to take
by gamesbrainiac 7y ago
I really feel so terrible for Jennifer. It was bad enough that her child had passed away, but it was pouring salt on her wounds when her employer chose to take away her leave days.
I think the old adage applies here, "make sure everything is in writing". She was promised a promotion, but she did not sign a contract and nothing was set in stone.
I learned to put everything in writing the hard way. If something is in writing, even if it is an email, then it is hard for the company to go back on their words. Having an actual contract is better, but having just about anything written down is better than just about anything verbal.
I hope Jennifer recovers, and I hope that the company she has transferred to treats her better.
- zamadatix 7y agoI've yet to see a case getting a promised promotion in writing is reasonable for either side. On the employee side you're basically signing something that says you'll work <x> months at your current rate and not leave when the company has already chosen you anyways. On the company side you're just exposing yourself to risk for something already covered by the hiring process. Both sides should be extremely adverse to either case of exception and let the hiring process do what it's made to do: this. Some things you want to get in writing, other things you don't want to plan for unless it's in writing.
- lawnchair_larry 7y agoYou will never get a promotion promised in writing. We also didn’t hear the company’s side. I would bet that their version of the events did not include a promise of a promotion. This happens all the time.