A karen masfdp

Tipos de tradução Tradução de textos INGLÊS - DETECTADO PORTUGUÊS Texto de origem I quit. Karen reported me to HR for it.

I was the director of sales ops for a 40M/year software company. Karen was on my team - we processed purchase orders. Karen had a small vehicle accident that put her in a neck brace. She also needed once-weekly physical therapy appointments and had some restrictions on duties, all of which I accommodated - no issue.

Despite meeting her needs, Karen decided coming in to work was optional. HR noticed that she was repeatedly absent from work for 3-4 days at a time, multiple weeks in a row. They did not give me details, but told me documentation from her doctor did not justify all of these absences. To make matters worse, Karen would never give notice that she was going to be out (and sometimes would just no-show without ever calling), nor indicate how long she would be out.

HR eventually told Karen she needed to either attend work more regularly, or get a doctor to sign off on short-term disability. This worked for me. I would rather Karen take extended time off (so I could get a temp to take her responsibilities) than be absent frequently with no warning.

Karen's original doctor would not document a need for disability, so she found a doctor who would. She bragged to the team that she found a doc that would sign off on anything. So Karen went on disability and I was able to get a temp to cover her until she returned. Even though coworkers (who kept in contact) told me Karen was going to clubs and dancing and such, I didn't care - that was between her and HR. For now, at least, the work was getting done.

The time period of Karen's short-term disability eventually expired. At this point, she either had to come back to work, or go on long-term disability so I could replace her permanently. Karen's "sign anything" doctor would not give her documentation for long-term disability, so Karen grudgingly came back to work. She quickly went back to being absent all of the time. She also refused to do even the basic duties of her job. I went to HR and told them things were not working out and that I wanted to replace her. They were on board with this plan.

HR brought Karen in for "the talk", but Karen flipped out and said she would sue. Suddenly, HR was NOT onboard. Didn't matter that Karen really had no legal standing - just the threat of a lawsuit made HR decide it was more important to make Karen happy than to let me have a functional ops department. In one instance, I asked Karen to do purchase order review and she complained to HR about me bossing her around. (I'm her boss?!) HR told me that I could no longer give assignments or work duties to Karen (wtf?). When I said that was fine, as long as they let me hire someone else to do Karen's job, they refused to give me a req for a new employee.

This went on for months and Karen quickly learned she could complain to HR about *anything* and get her way. You would not believe the "accommodations" she was given. Meanwhile, she made no effort to hide that she was not really injured anymore, was barely coming to work, but was still getting paid. She even encouraged other team members to take advantage of this "loophole" she had found.

Then one day during month-end crunch, Karen had not come in or called, so I called and asked her if she planned to work that day. It was a simple question carefully crafted to be neutral in tone. She told HR that I had "harassed" her with my phone call. I got written up. So, I immediately put in my 2 week notice. Not going to deal with MY career being fked by a woman who had "worked" maybe 6 days in a month, especially when I gave 60-70 hours a week to the company.

With me suddenly gone, the sales ops fell apart. Purchase orders were not going through. To address this emergency, a company Sr. VP took over Sales Ops until my replacement could be found. HR was certainly not going to tell this guy he could not give Karen duties, so Karen actually had to work!

About a month after I quit, Karen got my home number and called me, furious that she now had to actually work. She told me she was going to report me to HR - for a company I NO LONGER WORKED FOR. And sure enough, she did exactly that. I kept in touch with members of my old team and they told me she was laughed out of the HR office. But here's where it gets absurd: Karen called me again, cursing, screaming and threatening me, and demanded I give her the contact information for HR at MY NEW COMPANY!! She was going to report me to a department that had no idea who she was, nor had any jurisdiction over her complaints. The stupidity was unbelievable, and I giggled at her right up until I hung up and blocked her.

Last I heard, Karen was finally fired, got zero unemployment benefits and ended up moving her and her kids in with her mom. I quit. Karen reported me to HR for it.

I was the director of sales ops for a 40M/year software company. Karen was on my team - we processed purchase orders. Karen had a small vehicle accident that put her in a neck brace. She also needed once-weekly physical therapy appointments and had some restrictions on duties, all of which I accommodated - no issue.

Despite meeting her needs, Karen decided coming in to work was optional. HR noticed that she was repeatedly absent from work for 3-4 days at a time, multiple weeks in a row. They did not give me details, but told me documentation from her doctor did not justify all of these absences. To make matters worse, Karen would never give notice that she was going to be out (and sometimes would just no-show without ever calling), nor indicate how long she would be out.

HR eventually told Karen she needed to either attend work more regularly, or get a doctor to sign off on short-term disability. This worked for me. I would rather Karen take extended time off (so I could get a temp to take her responsibilities) than be absent frequently with no warning.

Karen's original doctor would not document a need for disability, so she found a doctor who would. She bragged to the team that she found a doc that would sign off on anything. So Karen went on disability and I was able to get a temp to cover her until she returned. Even though coworkers (who kept in contact) told me Karen was going to clubs and dancing and such, I didn't care - that was between her and HR. For now, at least, the work was getting done.

The time period of Karen's short-term disability eventually expired. At this point, she either had to come back to work, or go on long-term disability so I could replace her permanently. Karen's "sign anything" doctor would not give her documentation for long-term disability, so Karen grudgingly came back to work. She quickly went back to being absent all of the time. She also refused to do even the basic duties of her job. I went to HR and told them things were not working out and that I wanted to replace her. They were on board with this plan.

HR brought Karen in for "the talk", but Karen flipped out and said she would sue. Suddenly, HR was NOT onboard. Didn't matter that Karen really had no legal standing - just the threat of a lawsuit made HR decide it was more important to make Karen happy than to let me have a functional ops department. In one instance, I asked Karen to do purchase order review and she complained to HR about me bossing her around. (I'm her boss?!) HR told me that I could no longer give assignments or work duties to Karen (wtf?). When I said that was fine, as long as they let me hire someone else to do Karen's job, they refused to give me a req for a new employee.

This went on for months and Karen quickly learned she could complain to HR about *anything* and get her way. You would not believe the "accommodations" she was given. Meanwhile, she made no effort to hide that she was not really injured anymore, was barely coming to work, but was still getting paid. She even encouraged other team members to take advantage of this "loophole" she had found.

Then one day during month-end crunch, Karen had not come in or called, so I called and asked her if she planned to work that day. It was a simple question carefully crafted to be neutral in tone. She told HR that I had "harassed" her with my phone call. I got written up. So, I immediately put in my 2 week notice. Not going to deal with MY career being fked by a woman who had "worked" maybe 6 days in a month, especially when I gave 60-70 hours a week to the company.

With me suddenly gone, the sales ops fell apart. Purchase orders were not going through. To address this emergency, a company Sr. VP took over Sales Ops until my replacement could be found. HR was certainly not going to tell this guy he could not give Karen duties, so Karen actually had to work!

About a month after I quit, Karen got my home number and called me, furious that she now had to actually work. She told me she was going to report me to HR - for a company I NO LONGER WORKED FOR. And sure enough, she did exactly that. I kept in touch with members of my old team and they told me she was laughed out of the HR office. But here's where it gets absurd: Karen called me again, cursing, screaming and threatening me, and demanded I give her the contact information for HR at MY NEW COMPANY!! She was going to report me to a department that had no idea who she was, nor had any jurisdiction over her complaints. The stupidity was unbelievable, and I giggled at her right up until I hung up and blocked her.

Last I heard, Karen was finally fired, got zero unemployment benefits and ended up moving her and her kids in with her mom. 4.785 / 5.000 Resultados de tradução Resultado da tradução Eu desisto. Karen me denunciou ao RH por isso.

Eu era o diretor de operações de vendas de uma empresa de software de 40 milhões por ano. Karen estava na minha equipe - processávamos pedidos de compra. Karen sofreu um pequeno acidente de veículo que a colocou em um colar cervical. Ela também precisava de consultas de fisioterapia uma vez por semana e tinha algumas restrições de deveres, todas as quais eu acomodava - sem problemas.

Apesar de atender às suas necessidades, Karen decidiu que vir trabalhar era opcional. O RH notou que ela estava repetidamente ausente do trabalho por 3-4 dias seguidos, várias semanas seguidas. Eles não me deram detalhes, mas me disseram que a documentação de seu médico não justificava todas essas ausências. Para piorar as coisas, Karen nunca avisava que estaria fora (e às vezes simplesmente não comparecia sem ligar), nem indicava quanto tempo ficaria fora.

O RH finalmente disse a Karen que ela precisava comparecer ao trabalho com mais regularidade ou pedir a um médico que aprovasse a invalidez de curto prazo. Isso funcionou para mim. Prefiro que Karen tire uma folga prolongada (para que eu possa ter um tempo para assumir suas responsabilidades) do que estar ausente com frequência sem aviso prévio.

O médico original de Karen não documentaria a necessidade de deficiência, então ela encontrou um médico que o faria. Ela se gabou para a equipe de ter encontrado um documento que assinaria qualquer coisa. Então a Karen ficou com deficiência e eu consegui um temporário para cobri-la até que ela voltasse. Embora os colegas de trabalho (que mantinham contato) me dissessem que Karen ia a clubes e danças e tal, eu não me importava - isso era entre ela e o RH. Por enquanto, pelo menos, o trabalho estava sendo feito.

O período de incapacidade de curto prazo de Karen finalmente expirou. A essa altura, ela tinha que voltar ao trabalho ou ficar por invalidez de longo prazo para que eu pudesse substituí-la permanentemente. O médico "assine qualquer coisa" de Karen não lhe deu a documentação para invalidez de longo prazo, então Karen relutantemente voltou ao trabalho. Ela rapidamente voltou a ficar ausente o tempo todo. Ela também se recusou a fazer até mesmo os deveres básicos de seu trabalho. Fui ao RH e disse que as coisas não estavam dando certo e que queria substituí-la. Eles estavam a bordo com este plano.

O RH trouxe Karen para "a conversa", mas Karen enlouqueceu e disse que iria processar. De repente, o RH NÃO estava a bordo. Não importava que Karen realmente não tivesse posição legal - apenas a ameaça de uma ação judicial fez o RH decidir que era mais importante deixar Karen feliz do que me deixar ter um departamento de operações funcional. Em um caso, pedi a Karen para revisar o pedido de compra e ela reclamou com o RH sobre eu estar mandando nela. (Eu sou o chefe dela?!) O RH me disse que eu não poderia mais dar atribuições ou tarefas de trabalho para Karen (wtf?). Quando eu disse que estava tudo bem, desde que eles me deixassem contratar outra pessoa para fazer o trabalho de Karen, eles se recusaram a me dar um pedido de um novo funcionário.

Isso durou meses e Karen aprendeu rapidamente que poderia reclamar com o RH sobre *qualquer coisa* e conseguir o que queria. Você não acreditaria nas "acomodações" que ela recebeu. Enquanto isso, ela não fez nenhum esforço para esconder que não estava mais ferida, mal vinha trabalhar, mas ainda estava sendo paga. Ela até encorajou outros membros da equipe a aproveitar essa "brecha" que ela havia encontrado.

Então, um dia, durante o aperto de final de mês, Karen não tinha aparecido ou telefonado, então liguei e perguntei se ela planejava trabalhar naquele dia. Era uma pergunta simples cuidadosamente elaborada para ser neutra em tom. Ela disse ao RH que eu a havia "assediado" com meu telefonema. Eu fui escrito. Então, imediatamente coloquei meu aviso de 2 semanas. Não vou lidar com MINHA carreira sendo frustrada por uma mulher que "trabalhou" talvez 6 dias em um mês, especialmente quando eu dei 60-70 horas por semana para a empresa.

Com a minha saída repentina, as operações de vendas desmoronaram. As ordens de compra não estavam sendo processadas. Para resolver esta emergência, um vice-presidente sênior da empresa assumiu as operações de vendas até que meu substituto pudesse ser encontrado. O RH certamente não iria dizer a esse cara que ele não poderia dar tarefas a Karen, então Karen realmente teve que trabalhar!

Cerca de um mês depois que parei, Karen conseguiu o número da minha casa e me ligou, furiosa por agora ter que trabalhar de verdade. Ela me disse que iria me denunciar ao RH - para uma empresa na qual NÃO TRABALHO MAIS. E com certeza, ela fez exatamente isso. Mantive contato com membros da minha antiga equipe e eles me disseram que ela era ridicularizada no escritório de RH. Mas é aí que fica absurdo: Karen me ligou de novo, xingando, gritando e me ameaçando, e exigiu que eu desse a ela o contato do RH da MINHA NOVA EMPRESA!! Ela ia me denunciar a um departamento que não fazia ideia de quem ela era, nem tinha jurisdição sobre suas queixas. A estupidez era inacreditável, e eu ri dela até desligar e bloqueá-la.

A última vez que soube, Karen foi finalmente demitida, não recebeu nenhum seguro-desemprego e acabou mudando ela e seus filhos para a casa de sua mãe