Member Since: 27th May 2011
Employers' Advocate Don Rhodes & Associates Limited
My discussion replies
27th Mar 2014
In my view these are the most simple of questions to frame...............because you must always relate any questions to whether or not people have not met/have met/have exceeded the performance criteria clearly set out in their job descriptions/operating manuals.
Many will read this and say there is more to the job than the job, but where most everyone falls short , particularly for managers and supervisors, is they do not include performance criteria which deliver on the teamworking; on Staff development; on individual improvement opportunities; on health/wellness reviews; on training in other areas to provide cover; etc. etc. If those 'extra' items are included then the job requirements are completed and as is analysed in another article this week, you can deliver a "happy" workplace.
Good Luck. Cheers. DonR.
27th Mar 2014
First off you need to check your workplace documents........employment agreement; Staff handbook; etc and make sure you clearly understand what provisions are contained therein.
Then, so long as those documents don't set out some other process, simply approach said manager and ask why they broke their promise [ I am assuming here that they agreed with your request ] and then work out "where-to" from there. Try not to make the possibility of some kind of acceptable action too complicated by involving any others, unless you feel that is the only way to reach a solution.