My boss, who’s been quite attentive to me, gave me frilly lingerie as a Christmas gift. Once I expressed outrage he claimed it was his assistant’s mistake and it was meant for his wife. Should I feel him, or escalate this?
Outrage and escalate since you don’t wear frilly lingerie? Or it was from Old Navy as an alternative of Victoria’s Secret? Flawed fit? Was it a white elephant gift?
OK, c’mon — just a little bit holiday humor.
In all seriousness, in the event you feel uncomfortable by his attention I suggest you address that somewhat than the gift.
It’s common for assistants to go gift purchasing for their boss to offer to others and it is feasible that he handed you the unsuitable box, even when it’s unlikely.
But, if you need to give it one last likelihood before taking it further, give your boss the gift of grace this holiday season.
Make it clear that had this not been a mistake it might have been an unacceptable breach of skilled conduct, and see if the eye he gives you going forward is more skilled. If not, then escalate.
I work in retail and we were told we were all getting a Christmas bonus however it never arrived since “the shop didn’t do in addition to expected.” Is that this legal? All of us worked really hard.
The communication in regards to the intention to pay a bonus could have been made with the perfect of intentions.
Typically bonuses are paid based on performance, each on a person and company level.
So unless there was a contractual obligation requiring the employer to pay something if certain conditions are met, the corporate may determine that they now can’t afford to pay, or doesn’t feel the performance merits extra payment.
Without good context, this is able to have any worker feeling disenchanted.
It’s unlikely you’ll need to work as hard in the longer term, and it’s possible you’ll even contemplate whether you need to proceed with the employer.
Perhaps your organization will consider some recognition instead of the bonus, like extra paid day without work, which most retail staff need given the long hours so many should keep.
Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Wed. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. Email: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @GregGiangrande
My boss, who’s been quite attentive to me, gave me frilly lingerie as a Christmas gift. Once I expressed outrage he claimed it was his assistant’s mistake and it was meant for his wife. Should I feel him, or escalate this?
Outrage and escalate since you don’t wear frilly lingerie? Or it was from Old Navy as an alternative of Victoria’s Secret? Flawed fit? Was it a white elephant gift?
OK, c’mon — just a little bit holiday humor.
In all seriousness, in the event you feel uncomfortable by his attention I suggest you address that somewhat than the gift.
It’s common for assistants to go gift purchasing for their boss to offer to others and it is feasible that he handed you the unsuitable box, even when it’s unlikely.
But, if you need to give it one last likelihood before taking it further, give your boss the gift of grace this holiday season.
Make it clear that had this not been a mistake it might have been an unacceptable breach of skilled conduct, and see if the eye he gives you going forward is more skilled. If not, then escalate.
I work in retail and we were told we were all getting a Christmas bonus however it never arrived since “the shop didn’t do in addition to expected.” Is that this legal? All of us worked really hard.
The communication in regards to the intention to pay a bonus could have been made with the perfect of intentions.
Typically bonuses are paid based on performance, each on a person and company level.
So unless there was a contractual obligation requiring the employer to pay something if certain conditions are met, the corporate may determine that they now can’t afford to pay, or doesn’t feel the performance merits extra payment.
Without good context, this is able to have any worker feeling disenchanted.
It’s unlikely you’ll need to work as hard in the longer term, and it’s possible you’ll even contemplate whether you need to proceed with the employer.
Perhaps your organization will consider some recognition instead of the bonus, like extra paid day without work, which most retail staff need given the long hours so many should keep.
Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Wed. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. Email: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @GregGiangrande
