Must of been a prevailing wage project you were on that you posted about. You seemed happy about working on that project.
I was definitely saddened by it, to the ones who didn't say thank you I can't imagine the reaction if I didn't give the bonus at all. It's become an expectation for them, the past few years have been good to me and my business and I don't mind sharing that, but I fear the time when I don't have the ability to do all that I currently do and I feel those days are coming sooner rather than later.
So….. does that make you a wet Jew or a dry jew?
May depend on what time of day...So….. does that make you a wet Jew or a dry jew?
This...I'm sure it was a misunderstanding and he was saying "you paid me 2/3rds my salary to stay at home? Jew da man!"
I figured taking care of people because they actually help you earn a decent income would be enough. Seems as though I have been wrong this whole time. This may boil down to your situation since I do hands on work with him and the tension may be a bit too much.
This...Its been a few years since I had legitimate w2 workers under me. When I was the RME at my last corporate job we NEVER lost a single unemployment case. We were super lenient/forgiving/island mentality with work/late/personal issues etc...and you get the occasional ones who will shit on you. Had a college buddy come work for me as a foreman..he tried the work comp route when he got fired (I didn't have a choice, he screwed up bad on a board member of the parent company's home and I was bluntly told he was gone or I would be). When he lost he then sued us for racial discrimination, the company was big..we had in house attorneys he lost. We are no longer friends..and I will never have a "friend" or family member work for me again.
The problem Dave is actually finding replacement workers so it’s not so easy to just cut someone loose. I figured Id step up being it is a holiday and the guys got 2 kids so i wanted to keep his income somewhat stable.The flip side of this is that I’m now always going to regret the guy working for me making it uncomfortable daily.
I deleted a long drawn out deal about this, but wanted to say if you have good employees never screw with bonuses that are banked on or part of a comp package. It will lead to bad things. I went scorched earth and pulled my GC license from a firm over this a few years ago. Got most of my money when I retained an attorney. (roughly 1/3 of my comp package) That company no longer has a GC firm under its umbrella...word spreads when you screw people and they couldn't find someone to hang a license for a year after I left.
If there's terms in the employee contract I could see this. If it's a generosity thing from the employer, it's up to the employer which I'm guessing is the OP deal, if there are bonuses.
I essentially gave the guy $25K for sitting at home for four months. Me, the big hearted sucker who was torn to pieces because the kid was dying, and the employee, who felt I was cheating him out of money and disrespected him.
Totally understand that, I meant that if it's part of a contract as was my case. I prefer to work on performance based pay vs just a salary. My bonus was a % of net spelled out in increasing tiers in my contract..and we had a banner year. It was kind of a clark Griswold moment...I was that pissed when I saw it. I turned in my mandatory 90 day notice that I was pulling my license on that Friday when I submitted my resignation. Short version is the guy responsible was manipulating numbers of divisions to pad his bonus. 3 division directors as we were called resigned within weeks over it. There is a reason I back up my books/QBO/excels and bank statements weekly if not daily. I turned in a file to the controller and the shit hit the fan. He got sued by the firm after the fact for that and other issues and was forced to resign less than a year later.
The thing is, I know you're not that cynical asshole. Maybe cynical, and may be an asshole, but I know you don't only worry about yourself as some of your posts have shown the contrary. I think employees take advantage of employers at times. I think the level of comfort and familiarity leads to people forgetting what was given or taken.
in my biz calling the boss a Jew in a derogatory manner equals getting fired.
This attitude comes from a few places;
Being around roofing my whole life, and growing up before "safe spaces", I miss the days where a boss could tell an employee to "get fucked", or vise versa. The way it was, I was taught, the boss makes the rules, that's why he's the boss. I always liked working for people like that, everyone knew where they stood!
Talking to a retired iron worker friend of mine, we both agreed the trash talking over the course of the day was the major perk. I couldn't survive on a roof deck now, guys worried about "feelings". Sweat together, bleed together, talking trash and calling each other names was parr for the course. Called out when late up the ladder, go down the ladder early you better buy for the crew.
Super unfortunate situation.
You don't pay time off for major holidays?
My out of state team does a better job at taking their vacation. Any state that is use it or lose it works out ok. California peeps get it rolled over (up to 1 1/2 what they accrue a year). The long tenured people seem to like to have some money in the “bank”.Same at my company. Employee satisfaction is down compared to pre-Covid surveys.
I sit on the committee that gets tasked to come up with ideas to address issues communicated in the survey.
Had a call last week and I said, “we can’t give everyone a raise (raises are earned through performance), so if your idea is to just pay everyone more, please delete that idea and come up with another one”. That did not go over well with other committee members and they are trying to get me removed from the committee. Those that want me gone are meeting with the CEO staff member who sponsors the committee this week to ask that I be removed. I already talked to the sponsor and told them, “I will not resign from the committee, I was voted to be on this committee by my peers in sales engineering for 2 years and I plan on honoring that commitment”.
My ideas that the committee will not present to CEO staff (did not get enough votes).
1 - remove the mandatory PTO week between Christmas and New Years. Replace with a requirement that during the holiday season (starting with Thanksgiving week, ending the friday after New Year), all employees are required to take 40hrs of PTO. Accomplishes the same goal, but gives the employees flexibility over when it is taken.
2 - after 4 years of service, your PTO accrual is apx 6.5 hours per pay period (18 days). Non-OT positions have unlimited PTO for people managers or equal level individual contributors. I stated we should allow those OT eligible and non-unlimited to accrue more PTO - after 7 years (21 days) after 10 years (25 days).
3 - offer a cash out on PTO. Max PTO you can carry is 144 hours. Allow all employees to cash out PTO when they take PTO. Take 4 hours PTO, you can cash out 4 hours PTO.
4 - instead of having a ‘day of volunteering’ for each office. Give each employee 16hr of volunteer hours and allow them to use those hours for volunteer activities they support
If I was to leave the committee, it will be due to folks only thinking money matters and not finding ways to rewards folks outside of pay raises and training days
