wakmak99

4 ms·

1.
by wakmak99 3y ago
thanks for replies and support. What I am gathering is that there are no potential repercussion for the company or my ex-manager (VP) given the labor laws in CA (which have their own advantages & disadvantages), so my only option is to
2.
by wakmak99 3y ago
helpful. Based on my cursory research I've learned that in California employers can fire an employee for any lawful reason or no reason at all. They don't have to show cause or give any warnings or multiple chances
3.
by wakmak99 3y ago
Ok, I am going on a tangent but then I'm surprised why many companies use Performance Improvement Plans when that can expose themselves to such risks. I know PIPs aren't always about immediate terminations, but often they end up l
4.
by wakmak99 3y ago
I agree in principle, however I was in marketing without access to IP or social accounts etc that, hypothetically, a disgruntled employee could use to cause brand damage. What's also ironic is that my access to their company slack is s
5.
by wakmak99 3y ago
I really want to share all the details but I am trying not to risk the 4 weeks of severance they have offered, which is unfortunately important for me in this job market :(
6.
by wakmak99 3y ago
Thanks for kind words. I know these might appear as minor things but i wish that employers, in general, give some signal when there are performance issues (even though they don't have to in the at will states), and at least don't
7.
by wakmak99 3y ago
4 hours one way! that's sad
8.
by wakmak99 3y ago
Not sure and also not sure how to prove that. She was mostly cursing in our team meetings, did not let her directs finish sentences, and was really loud. She also didn’t show up for almost any of the 1:1s - he favorite way of communication
9.
by wakmak99 3y ago
bay area/silicon valley. I had joined ~6 months ago
10.
Why companies make firing more painful than it should be?
9 points by wakmak99 3y ago|26 comments