Just wandering if anyone out there has been or is currently being bullied on purpose at work? Or if you are currently in a situation that involves a Manager doing this to you, or if your manager lied to you during the hiring process and is now purposely not paying you the hours that you deserve even though the policy handbook state otherwise? And Payroll even says the manager is wrong but nothing is being done to correct it?
I am also interested in knowing if you complained to HR and they did nothing about it, and or they refused to hold the individual/s accountable for the bullying and harassment?
What does the handbook say about how to handle complaints? Usually its a step-wise process that begins with going to your direct supervisor, etc., escalating to HR, then filing some sort of "formal grievance". I would suggest checking the handbook for information on that process.
"Allowed" vs "hired for" are two very different things. For example, I was "hired for" 32 hrs per work but was "allowed"(based on unit needs) to work up to 40 hrs per week before overtime kicked in. This is typical in nursing. You should've gotten a letter putting in writing how many hours you were hired for at the time of the transfer. Lesson learned.
Just know, HR depts work for the EMPLOYER, not the employee. So they represent the interests of the EMPLOYER, not you. You'll always LOSE the battle unless there is some over-riding authority, like Dept of Labor or a union contract.
An employee handbook is usually just a book of general information applicable to all employees, it is not a binding contract.
There may be some existing Personnel policy memoranda or supplements that specifically address your concerns.
And always check for dates on documents. They usually supersede original issue.
An employee handbook is usually just a book of general information applicable to all employees, it is not a binding contract.
Unless the text of an employee handbook clearly indicates otherwise, an employee handbook can be considered a legally binding document between an employer and its employees. This means that an employee can sue an employer if the employer fails to honor any of the provisions within the employee handbook.
Employers usually don't intend statements in employment handbooks to create enforceable promises. But that doesn't stop courts from finding contractual relationships in the employment context. Disclaimers often do the job, but they have limits.
Julius Seizure
1 Article; 2,282 Posts
What does the handbook say about how to handle complaints? Usually its a step-wise process that begins with going to your direct supervisor, etc., escalating to HR, then filing some sort of "formal grievance". I would suggest checking the handbook for information on that process.