Story 2 - I’ll bet Karen was expecting OP to panic and fight to keep her job and didn’t count on OP to already have a new job waiting for her and quit, which caused this massive domino effect to happen. Play stupid games and win stupid prizes.
I love it when bad managers get their karma.. I had one too, and when I left, a few months later, there was a mass exodus of people leaving and they had to shut down the restaurant totally.. now there's a phone store, where the restaurant was before 😂😂😂😂
still, I thought it was quite scummy to ruin the whole business because one rogue manager tried to make their life difficult, they could have tried talking with the COO first and see if something could be done about Karen
Management is promoted to their level of incompetence. Let's be honest the person over the manager should have hired a good manager that is where the Domino's started. Notice that someone else was hired to fill OP's position but want able to fill it also. The issue seems to be with the vetting of good staff in higher positions as the baseline issue. In both instances the company could have survived if the positions were filled by people that were competent. Someone who is jealous feels threatened generally because they know "in their mind" the other person can do something they can't.
Story 5 - If an employee requests that you put something in writing and sign it, that’s a good sign that you are in the middle of making a huge mistake (or in this case that your scam has been discovered) and it’s time to back up and reevaluate things.
That happened to me at work once. Some painters were being pushy on me signing the painting job for a pipe being done. That lead to me being suspicious, so I sent someone to check it and it turned out to be one of the worst paint jobs I have ever seen. I was so glad I went and checked because if I had signed it, my company would have been responsible for painting the rest of the line instead.
Had that on a construction job. Gas guys wanted me to sign off on the job, flooded the line with compressed air, found about a dozen leaks. Told them to do their jobs right and if I find another leak their boss has to inform their next of kin of their passing. There was no leak when they reported completion afterwards.😊
Story 4: Never fix what ain't broke. If everyone is doing great with the current scheduling, then don't change it because it could have a negative effect
I think these Karens change the policies/work environment to put their own name out there for attention from the higher-ups, thinking their changes are great and perfect
Last story: I worked as an auditor at a company. I was checking one cashier's paperwork and saw she was off exactly $100. I looked through the receipts and discovered a $100 bill stapled to one receipt. So I went to the bank and made a deposit in that cashier's name. Afterwards I told my boss about it and he said that proved I was honest because I could have just pocketed the $100. I told him I wasn't going to jeopardize my job for a lousy hundred bucks.
Story 1 - I would’ve continued writing the report and turned it in anyway. The supervisor told OP’s brother to do it so he (the supervisor) should take responsibility for it.
Incident reports is basically getting everything in writing after the fact, and the supervisor could've denied it, but eventually, the lies would catch up with him
He was actually more clever not to still report it as the higher ups would have thought he was a moron for not refusing the order and maybe not reporting the incident BEFORE it happened and was going to cost the company money to fix it- dude played the long game and got promoted anyway
Story 3 - Requiring employees get permission for breaks, then never giving said permission, is how a company I worked for got raked over the coals by the department of labor a few year ago. They also lost a ton of folks that they're still desperately trying to hire to replaced and lost a lawsuit. They basically lost as soon as a judge saw the evidence.
Oh wow, I worked as a civilian for a naval base. I worked for MWR Morale Welfare Recreation department and was working in the officers club in the kitchen. I worked there for 12 years, and about 10 years in, the company decided that they needed to automate the fryer hood system so it would automatically turn on when the fryers are in use. This was not needed in our kitchen since we didn't use the fryers very much, but they decided to do it anyway. Well, the system was installed and it worked for about a month, then it quit. We had to go back the old way which was to press a button to turn it on. The company comes back and try to fix it, but admitted that they were simply the installers, they really did not know much more about it... so that is why I maintain the Governments philosophy "If it ain't broke, fix it until it is"
Story 2: Honestly, if Karen was worried about OP possibly taking her job, she could've just…idk…had a normal conversation with OP about it instead of fabricating frivolous charges and trying to smear OP's image? Welp, OP didn't take her job, but she did lose a lot of people, and eventually her job.
This is the why people who hold middle-management positions are generally shitty. They have the unenviable position of holding their position with white knuckles while using the modicum of power they have to micromanage and “fix” shit that’s not broken just cuz they think they’re smarter and more competent than any “lowly” employee beneath them 🙄
They are usually friends of someone high up and get hire pd because of it. I hate social networking, if you know the right person you can get hired even if you have no experience in that field.
Story 2: I know how OP feels. The reliable employees are likely to fall under two categories when it comes to Manager Material: either we don't want it, or we get targeted negatively because of jealousy.
Truth. Where I work I've been there longer then everybody else combined and am the only person who knows they are doing and can actually produce. I don't get shit from incoming managers because they got the job because I refused it and openly tell them the company can't afford me to take the position and their stupid for taking it.
Yeah this sounds like an out for the manager to write a report himself. 100% blaming it on the employee and just never talking about it. Until promotion or raise time.
If it's a corporate company, they have an HR policy in place they have to abide by. It sounds like this is a mid sized company that would have some sort of system in place.
@@ryanmcewen415, that might make sense elsewhere, but not according to the story. Their "HR" was also CO (or COO?), it was mentioned that they had weird policies in place. Highly doubtful it was any more than utter incompetence on the part of the "HR" person, and is a perfect reflection of a poorly run company. Likely the business only made it as far as it did due to good employees, and when they left, the idiocy of the board members brought it right down. They knew they hired a terrible manager, and did nothing until far, far, too late. It's their own fault.
The owner mentioned that one of Karen's misdeeds was not to line up the replacement when she wanted to get rid of the manager. I don't think GM is so easy to replace and Karen Is better than nobody... So according to their own beliefs they had to keep her for a while.
Or, maybe, hear me out: He simply couldn't fire her because he was already without a replacement for one of his best employees who had just quit IN ADDITION to 6 others. Your stance is ignorant and singleminded. If you are a boss running a business, you can't just fire someone willy nilly, eeven if they fuck up this massively. You have a business to run and you can't just snap your fingers to fox everything magically.
There is a certain philosophy or rule which is known as Henderson's Fence when it comes to management. The story goes that, when you take a ramble across the countryside, you might come across a fence blocking your way. Frustrated by this fence which is blocking your way, you might chose to remove it (or damage it, make a gateway), leaving a hole in the fence, and continue on your ramble. Then the next day, you find that a local farmer's sheep have been ravaged by wolves because someone broke down a fence. The point of the story is that, if you do not know why a certain rule or constraint exists within a company, you should not remove said rule or constraint until you understand _why_ it was put there to begin with. Only once you understand why the rule (or 'fence') is put in place, may you choose to remove it. Sure, having free snacks might cost the company money, and you can certainly shave a buck off budget by removing them. But if those free snacks is keeping the work force in place, it's better to pay a little more, than to have no one there to actually work for you. Certainly, the 9-to-5 rule of Dave (story 4) is an example of this philosophy. I hope my explanation makes sense. I'm sure there are better ones out there, especially since I saw it on a youtube video. Admittedly, I may be misrembering this one. Take wait a grain of salt.
Story 5: That was an attempt to test their scheme without calling too much attention to it. It was 100% a trial run and they got caught. Of course I would fully audit everything those two were involved with for at least the last 6 months to see if any other little discrepancies showed up.
Or they really were that stupid. Maybe they were small-time because they had always had low-level jobs, where they could grift a couple of bucks here and there, and thought that 100 bucks was a good score. They might not have understood there'd be audits if they were that small-time and coming from some skeezy jobs. If that had worked, they obviously would have got greedier and stolen more, but they might have not thought about it that far, because, if they had, they would have realised they'd get caught. If you embezzle on transactions where you have to involve people that are not in on it and where people can get access to documents from the both sides of it, you're going to get caught. I just hoped someone warned the buffet. Not to get him fired, because he could simply mend his ways, but just a heads-up. Or am I mixing up the stories?
Story 3 : that’s a lawsuit! You are legally entitled to breaks. That statement about calling him, if it stated a punishment if not followed then he’s opened himself up to a lawsuit.
The last story... wow... making something so the costs were higher than the income... by altering the details... and then getting upset when it's caught... ouch.
Chad was really smart. So smart, when it was pointed out to him and he was given a chance to 'fix' the problem and try again another day, he doubled down on stupid and signed it - ensuring he and his co-conspirator would be caught. Master thieves work alone for a reason.
When a manager tells you they're going to record a meeting on their phone, then YOU take out YOUR phone and record it as well. In fact, you should be recording every meeting.
Depends on state law. I have worked in 8 different states; some require breaks, and others don't. Some large businesses with facilities in multiple states will require breaks and lunches despite that location's laws.
Legally there is no federal law mandating breaks not even for minors. Most states have requirements for minors but not adults, and some have gone as far as to abolish laws protecting minors at all. Im looking at you california with your now age of employment being 14 and no safeguards againest working past midnight or having a single break required.
Most states, to my knowledge, have different laws about breaks that are based on hours worked. My state is 2 15's and an hour for 8 hours.@@freethebirds3578
Maybe the amount was not big that the boss decided it's too much a waste of time (and for businessmen, time is money) to go to criminal court. But as every boss would agree, a stealing employee is unemployable. So Chad was fired.
@@gorilladisco9108 Sounds like Chad was not very good at his job anyway so boss thought Chad would not be smart enough to cause any problems and wasn't worth the time. You are right about the time is money, Chad was so not worth any more time spent on him.
Story 2 is an absolute masterclass! Story3: 100% would ignore the rule. Labor laws are above company policies, let alone local business new guy rules. It's already bad that they can't always get break when breaks are mandatory. Story 3: Micromanaging never works! When will they learn? But lol the 5: 00 Zoom Exodus... that's nice. Story 4: What the ACTUAL fuck?
Story 1: "I thought you were good at parking these" Yeah... thing is, being good at something includes knowing when it's _unsafe and/or physically impossible._ That idiot damaged those buses by overruling the brother's judgement on whether one of them could be parked between the other two and making him do something he knew wouldn't end well.
Story 4: I worked 7-4 software development job where the boss would admonish me if I arrived at 7:02am. My response was to get up and leave at 4pm no matter what, even if in a meeting with bigwigs who had traveled from out of town.
Many managers these days come with degrees and no real resume of experience working with people. Companies should make future managers work at least 6 months through all the needed positions within the company.
Story #2 - Fluff you asked why a Karen Boss thought she could just kill a business with no reprisals and also how did she even get hired? One-word Nepotism! I've worked on and off in the hospitality industry and I'm here to tell you that I worked at a local restaurant; I worked as a dishwasher/prep. cook. I worked well with just about everyone; except for the youngest brother at the family-owned restaurant. There were days where I worked consistently 16 hours straight! No break and barely enough time to use the restroom. The youngest brother never let me forget that he was family, and he could replace me at will. Eventually, I left the restaurant for an office job. When I turned in my resignation, you should've seen the younger brother's face. He realized that I was not going to cover for his incompetence any longer. People should know that the accusation I'm making against this restaurant was that everybody was promoted due to Nepotism. Most over the servers were drug dealers; the management looked the other way. Catering staff was a separate company with a different crew. While the food was amazing; I was never allowed to eat dinner, which is a violation of OSHA policies!
Creative work is often done (at least the bare-bones skeletons of it, upon which you apply the flesh later) at 2:30 in the morning, while you're on the toilet. I mean, I get SO MANY IDEAS when I'm still half-asleep and have stumbled my way to the toilet. That's why lots of creative people put notepads on their bedside tables, or even a pen next to the toilet paper dispenser. Saying you can only do creative work at the office, during office hours, is really hamstringing your workers. I haven't even heard the story, yet, but as a Creative, I am gobsmacked.
2nd story... i used to work for an online retail company, coding an experimental feature for the store. Once it was released, it managed to drive enough profit that, in just a handful of weeks, it paid our entire team's paycheck for the whole year we spent coding it. Due to the high profitability of the new feature, they placed a new manager on our team. He managed to tank morale, fire me in less than a month, drive my colleagues away in protest, and fail to maintain it. Since no else knew how to work the damn thing they had to STOP USING IT!
Story 2: It almost seems that the "Karen" was a planted saboteur. Get hired into company, discover linchpin employees and get rid of them or cause them to jump ship to the competition, then quickly exit stage right.
In my 24 year IT career, and my ten years military service before that, I often saw it happen.... New manager/boss comes in, immediately "whips it out" figureatively and like a new Alpha Dog starts pissing on everything to mark his territory. It never goes well. 😒
In the third story I would have said ignore the email, maybe delete it and keep calling him. It’s not enough to get someone to back off. They might do something else goofy in the future. They should have kept calling for breaks until he came in and personally said it to let him know not to f around EVER again.
I work as the assistant manager of a Dollar General. I regularly move 3x more freight than anyone else. The merchandise is delivered to the store in these big metal cages on wheels we call roll-tainers or RTs. Each employee is supposed to put out 1 RT worth of merch per hour, but I often put out 2-3. I do roughly 80% of the store's work rarely manning the register. Anyway, HR got on my case last November because I hadn't taken a vacation in 8 years even though I can take 2 per year. They force me to take 2 weeks off with pay or be fired. I just say "Whatever. I can use some time to do some home repairs/ light renovations." 2 weeks later, I come back to most of the food sections picked clean, the candy section half gone, the juice shelves empty, and roughly 75 RTs in the usually empty back room. I immediately clock in and 6 days and 80 work hours later, the store is back to normal. My GM told me she'd make a request that I get a nice raise and she told to never leave without her again.
Story 3. New Boss would have showed up for work the next day to find a big pile of crap in the middle of his desk. When I need a break, I NEED A BREAK!
Story 3... since the laws state I get breaks, and if I have a policy which treats me so badly where I do not get my legally required breaks... After the first missed one, I would be deciding what I would be doing about it.
Story3: in California you can have people sign a wavier that would ONLY apply IF alone on shift if their is more than 1 person on shift they are legally required to give you a Break
I honestly think that the whole thought on management needs to change, especially INCOMING managers. They need to spend their first months learning, observing, getting to know people, WHY things are done the way they are, before making policy changes, moving things, etc. (UNLESS there is a dire reason needed to do so, but that needs to be set up beforehand). The current thinking of NEW managers is "I need to get in there and make the place MINE," without thinking of the people who have worked there efficiently for awhile, or why certain things are done in unorthodox manners. Even for lateral moves, they may need to understand the culture and working methods of a place, since something that works well in one department or location could spell disaster for another. The expectation of manager so CHANGE things, to MAKE THINGS HAPPEN need to absolutely change (again, unless very much warranted). If they don't know what the various roles people perform in the place, they should be made to DO the work of the various people for at least a week each. Also, promotions and rewards need to change. Becoming manager shouldn't be the only option for moving up in many places. NOT EVERYONE is cut out to be one. There should be ways to make sure that everyone can keep contributing and still make decent money once they are very experienced. Also, those who are great workers, do a job exceptionally well, and have a lot of experience in waht they do SHOULD be getting the kind of respect that only managers seem to get, should be getting a ton of respect. Sometimes very crucial roles happen to be those who are underpaid, and get very little respect, resulting in all of the good people either hurrying to move up, or leave. (And like DarkFluff, I've also personally experienced the "new boss" who makes everything worse, lowering morale, making everyone angry or anxious, and taking excellent departments and making the performance worse. More than once. This NEEDS to stop happening all over workplaces. I have to wonder how much is lost by so many companies and organizations - loss of productivity, loss of great workers, loss of communication and teamwork, and even direct loss of revenue, because you have incompetent, arrogant, bullying, micromanaging bosses who don't listen, don't learn and are even kind of lazy, who take a fantastic workplace or a team and just mess it up).
On the last story, I think you misunderstood something dark. Someone in Texas company made the paperwork look like. It would only be $100 off. I'm pretty sure they were trying to get more than a hundred thousand...
I wish these stories had company names or people's real names to them. Even if the person or company wanted to protest about it, it would cause the Stresiand effect.
Final Story - Good thing OP had Chad sign the documents and she went to the head boss about this. Otherwise Chad and his buddy would still be ripping the business off and more people would’ve lost their jobs.
Story 4 I would have a rule that new managers are banned from making new rules/policies for 1 year and are on probation for 2 to 3 years. Year 1 all proposals must be run up the management chain and after 1 year you would start with soft rule changes but upper management can shut it down at anytime. This would be to prevent new managers from getting drunk with power.
Worked in a major U.S. city for a telco. We got a new district manager who said he was changing our start and quit times to eight AM till five PM. We told him we would not be able to get access to the manholes to work starting at that time. Yes all utilities are underground in big citys. Of course people were parked on top of the manholes by eight so we had a whole week of no work for dozens of people before it was changed back. It was nice sitting around getting paid over thirty dollars an hour for a week.
On story 3 it is illegal for you to not be allowed breaks depending on how long your shift is. Not only 15 minute breaks that normally are paid but also an unpaid half hour lunch break. I would check the employee handbook to find out what it says is legal to do for breaks and bring it up to management as a legal issue.
The invoice story: it was more than $100. It was $100 with the regular rate and regular markup but in this case the rate had been reduce so its $100 + the difference between the regular and discounted rates.
I have had a bad boss or two. The one in mind, she decided I would be her housekeeper instead of an office worker. I was gone before I finished learning what else she planned...
8 hr shift: 30 min for lunch and I believe at least a 10 besides that. 10 hr: 30 min lunch, two 15s besides 12 hr: I believe it's three 30s, but I may be wrong, never worked one, but the husband does and he gets two 60 minute breaks.
Labor laws are a joke, and they make it impossible damn near to get unemployment in the right to hire states. My last job as a cook in fine dining was 6 days a week and 2 12 hour days, open to close, no brakes.
Story #2: honestly, instead of handing in the resignation OP should have wrote HR, stating that they have to choose between OP and Karen. Saying sth like: "hello there. It came to my attention that Karen want's me gone, i would be happy to oblige but I love my b with your company and I think it should be up to you, COO, if you want me gone or her. Because effective immediatly I hand in my one weak resignation due to her trying to bully me out of my beloved job. Please recognice that I will take back my registrieren immediatly if you terminate her. Thank you"
Story 4: I spent 20+ years writing code. Coding is not a 9-5 thing. It is a very creative environment and when that creativity hits you have to ride it to a logical end point. There is no perfect world of coding.
Breaks are often mandated by law - you can't just say "no breaks" or "no breaks without my permission." Check local laws.... As for "Dave" I worked for a "Dave." And when he took over the company, that's what he got 8:30AM to 5PM with an hour for lunch.
Final Story, as DF says, it's the first time the guy was Caught. $100 may not seem like a lot, but if it's the 100th time he's done it, the small, easily overlooked amounts add up...
Breaks are not a federal labor law, and not all states have laws mandating breaks for an 8 hour shift. Texas does not require an employer to give a break of any length unless you work over a 12 hour shift.
If they can't get away with a hundred bucks, then it's a misdemeanor. But if they did get away with a hundred bucks once, they'll go for twice, and thrice...and nickle-and-dime the company for as long as they can.
Direct care staff story- Yeah, it may be a labor law to get breaks, but it's also abandonment of shift, neglect/endangerment of at risk persons, and against the law/ all contracts with the state to just leave... They (the state) also decide on how much they'll pay you per client per day (not per hour, and they don't even pay enough for 24 hours of care in a day), and it's as low as they can make it- making it so that we're barely paid, and we can't afford to have enough people on shift to give breaks, it's usually just at ratio so they can afford to pay who's on shift.
13 buses? All the better, move them each a bit so you cannot get in our out of the bus, then climb out the window and park the next one so close the window is no longer an option! Works, the other way so the exit is the steps side which a blocked by the next bus.
Story 3, especially working in an at will state, there are ways around the break and lunch rule, like when it occurs and putting minimum performance conditions on it. It has gotten better overall, but abuses still happen.
Story 1: Yeah, I would have written the report anyway to teach the boss a lesson. Story 2: This Karen was just like Cornelius Fudge. Afraid of losing a job that, deep down, they knew they TECHNICALLY did not deserve, and thus tried to get rid of potential competition by accussing them of every possible BS, even when said "competition" doesn't want the job in the first place. And just like Cornelius ruined the Ministry of Magic's reputation, Karen boss ruined the business and was forced to resign. She was most likely promoted to manager through nepotism. Story 3: Everyone should have quit. That would have taught the idiot manager a lesson. And he most likely didn't answer the calls on purpose, either because he was lazy or because he didn't want them to have jobs. I hope this idiot manager gets fired. Story 4: Dave was evidently on a power trip. He thought everyone would just work endlessly since he saw them as mindless drones, not as people. Glad that he was humilliated in front of the higher-ups. He may have not been fired, but he surely learned his lesson. Story 5: Embezzling is bad, even if you don't get caught. Glad that Chad got rightfully fired, and I bet that to this day he says time and time again "It's not my fault for embezzling, it's OP's fault for ratting me out".
Unfortunately, at least in the US, there are many states where breaks aside from a meal period are not included in labor law. Just many larger companies have policies that reflect the laws everywhere they have locations.
I used to work on a US Air Force base as a civilian, in a squadron that was roughly half military and half civilian. A Master Sergeant called me to his office and demanded that I get certain items by the Friday lunchtime (less than 48 hours) that are needed for a building refurbishment that the Base Commander had an interest in. I told him that it was impossible (a week was just about possible) so getting angry he said that I better have a damn good explanation as to why the project wouldn't hit the date selected for the opening ceremony. Fortunately I got on well with the contracts and finance people, and one of them had given me a photo copy of a memory to that MSgt that gave him around a month's notice. I left him with a photocopy of it, he was silent, and I walked out. Strangely enough it was about the only time in three years that he and I clashed. Oh, and in case you are interested, we got the parts in six days, but had to pay over the odds for shipping from Europe.
New managers need to observe for a month or two before implementing changes. Coming in with changes that aren’t economical or beneficial will just make things worse.
Story 3- some jobs just don't give you breaks. On situations like the one in the story and teaching where you have to have a certain number of employees per client for safety reasons, you don't necessarily get a break. I'm a nanny and I don't get a break now that the kid has stopped napping. There's no way for me to take a break without endangering the kid.
I like your videos, they dont have a distracting background like other reddit youtubers, you have a nice calm voice, and you show the story as you read it so we can follow along and not have to go back to see what it said.
Story 5: I think it was more than $100. It sounded like the invoice was going to be $100 under the expense, which is what flagged it for OP there. He was saying that the 20% markup wasn’t added into the invoice total properly, so the actual amount of embezzlement would’ve been the 20% markup plus $100. If they’d not been greedy and only taken half the markup, it may have slid past.
It's the law that if you work 8 hours you get 2 fifteen minutes breaks and a half hour (or an hour) for lunch, supper. Any less than 8 hours, but still full time, you get a 15 break and a lunch/supper. Work 4 hours you get no break or lunch.
"Hey I know you guys have a certain way of doing things, and get everything done on time every week, but I'm gonna want you to stop working at 5 O'Clock every day with no exceptions" -Dave, probably
Ugh, I had a director who was worried that I'd take her job. Mind you, her job was boring and I had ZERO interest. However, as our small team grew I'd become an unofficial manager because staff preferred to deal with me AND director was often unavailable. I tried to explain to her that we could work together to cover everything and BOTH succeed. She screwed me on a promised promotion. I left for another dept and soon enough leadership was monitoring her. She was gone within 18 months after decades of working there.
