You may be able to provide encouragement, alternatives or ideas for solutions that will resolve the situation positively. Collect company policies that support your negative response. For example, if your employee has requested job sharing and your business does not provide this benefit to employees, find any company policies that outline job sharing. If your employee asks for a health benefit that your company does not provide, find human resource documentation that outline this benefit.
When it comes down to it, REI may have bucked their principles as a co-op for a large corporate trend: Expansion at the expense of its workers.
Seattle City Councilmember Kshama Sawant lays out how the public forum will unfold. Kelsey Hamlin Many at the forum raised issues of inconsistent working schedules, and the inability to reach enough working hours to sustain themselves, let alone on an insufficient hourly wage.
Sometimes a coworker would buy me a pastry, but that was all I would eat all day. She said students are required to work 20 hours a week in order to receive food stamps in Seattle. She was forced to cash out her vacation time at REI in order to survive.
She also said she rarely saw her manager, and even though she kept reaching out, the manager made no efforts to see her. At one point, Crew even tracked down her manager to ask to speak with the person before the end of the work day.
Shocking to hear from a co-op hailed as a Pacific Northwest icon. The company was founded in Seattle in There is also an online petition.
Speakers also discussed chronic understaffing, product shortfalls, and inaccurate product descriptions. Letters of concern have reportedly been sent to the bigwigs of REI but with zero results.
After reaching out to the co-op for comment on the issues raised at the forum an email came back from Mike Ferris of REI Communications and Public Affairs. That being said, there is apparently some action afoot, according to his email: He also shared that we are working to advance our scheduling practices to allow for increased predictability and maintain the flexibility our employees value.
We hosted a dialogue with our team in Seattle recently on the topic to gather their input. As a millennial, I can personally tell you how completely and utterly unimportant that is. Despite such deflective responses, the complaints raised by those at the forum were not just limited to Seattle.
One speaker, Edward Peters, came all the way from North Carolina. We must continue to organize in the face of retaliation. Fighting the good fight is for every other worker out there, workers before the fight, and workers after. But yet, at the same time, we need enough to live in 21st century America.
Kelsey Hamlin is an intern with South Seattle Emerald this summer, and has worked with various Seattle publications. See her other work hereor find her on twitter ItsKelseyHamlin.Acknowledgement: ConfidentialityAgreementInfoSecurityAcknowledgement: Human Resources: ah CONCERNS FOR DISCUSSION - EMPLOYEE EVALUATIONS (AH).
Every workplace has negative people who erode morale. They’re not always easy to pick out of a crowd, but they can do an amazing amount of damage over time. Most of the time, these folks don’t make the big mistakes that call attention to themselves. They’re frequently pretty good at their jobs.
A negative employee can infect a workgroup or a team with negativity faster than you can imagine. An earlier article suggested how employees can deal with a negative coworker. When you write a letter that specifies the course of action you will take if the recipient does not respond to your letter, then this communication is called a negative consent letter.
This will give employees an opportunity to make suggestions for (Company) without having to identify themselves, which includes employees in a way that allows them to be comfortable but still know that their ideas and suggestions for (Company) are welcomed and invited.
Steve Kerr is the former Chief Learning Officer of Goldman Sachs and General Electric. He is a former professor of management and has served on the faculties of the University of Michigan business school, Ohio State University, and the University of Southern California, where he was faculty dean.