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A write-up requires someone to fill it out, someone to approve it, and someone to file it, and at no point in that chain did anyone apparently stop to ask why an employee was being disciplined for not showing up to a location that was not open. The bureaucracy just kept moving because bureaucracy does not have a conscience, it has a form.
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Contextual visualization of an employee's workplace stress, showing a man sitting at a desk with his hands on his temples.
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Written up for not coming in on a holiday when we weren’t even open. HR so far has not been on my side for any of this. Idk what to do.
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Like the title says, my location was closed yesterday for Memorial Day. Absolutely NOBODY was supposed to work. It’s one of our holidays where everybody who is usually scheduled to work is not supposed to come in. The option to come in to make some overtime was not on the table because the entire location was CLOSED.
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Today, I walk in and my newish supervisor is just waiting on me with another write up. I didn’t even have to look at it to know what it was for, because he’s done something similar to me twice already. Of course, it’s because I NCNS yesterday, but no one was scheduled because it was CLOSED. I talked to other people on my team and no one else got a write up. I didn’t even waste any time trying to talk to HR because they have not been on my side at all during any of this.
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For the record:
1.He writes me up for being 5 minutes late, even though I was actually 10 minutes early.
2. He writes me up for NCNS on a Saturday that I didn’t sign up for. He scribbled my name in the schedule for that one, but HR said they can’t look at the security footage.
3. And now, another NCNS for a day I wasn’t scheduled for.
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Our policy states if I get another write up I’m gone. The dude was supposed to give me verbal warnings first but he just went straight to written.
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Symbolic image of the employee facing a stressful write-up dispute, showing a man leaning over his laptop with his hand on his forehead.
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I have been working at this company for 16 years and these are the ONLY write ups I’ve ever had and they’ve all been within the last 8-9 months ever since I got a new supervisor. Our write ups stay on our record for 12 months, and my first one was like 8 months ago so if I get another I’m fired.
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I’m not even going to try to fight this. I have exhausted every avenue I’ve had so I’m just gonna get my resume ready.
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EDIT: I took some of your advice and took this issue to HR today. Despite them being useless in the past, I think I got a ball rolling this time. The HR rep said that being written up for not showing up on a day when the location is closed is very odd and she didn’t know how he was able to get approval for the write up so quickly if at all. I showed her the other write ups I’ve had too and explained why the write ups were bogus. She said they’d escalate the matter and thanks for bringing this to their attention. So I guess I’m just gonna play the waiting game while I still get my resume ready. Even if something gets done, I need to prepare just in case nothing comes from this or worse.
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Reference photo for the employee's workplace anxiety, showing a man in glasses sitting at a desk and looking seriously at his laptop.
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Him working there sixteen years is the part that keeps standing out. Sixteen years of clean record, new supervisor arrives, eight months later the person is staring down termination over attendance violations on days they were not scheduled. That timeline is not a coincidence and it is not subtle. It is the oldest workplace power move in existence, which is using the formal disciplinary process to push someone out while maintaining plausible deniability about the real reasons.
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Scribbling someone's name into a Saturday schedule after the fact is at least a little creative in its dishonesty. Writing someone up for not coming in on a federal holiday when the entire location was closed is so audacious it almost loops back around to being impressive. It requires a genuine confidence that nobody is going to look too closely.
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HR being useless for most of this and then suddenly finding the situation very odd once it got escalated properly is also a completely recognizable experience. The system does not move until you find the exact right person to say the exact right thing to, and even then it mostly just moves into a waiting game.
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Sixteen years of good standing versus eight months of a supervisor with an agenda. The resume is the right call regardless of how the HR escalation lands.
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