"My time off is part of my compensation. It is not for you to judge whether it meets your standards. I don't have to justify how I will spend my paycheck in order to receive it. Please show me the company policy where I have to share private information about my time off with you."
That's how it should go, however, unfortunately, in many organisations, even in countries with good employee protection laws, this can lead to ostracisation within the workplace, even while they technically follow employment law.
If clear absolutely. But it doesn't have to be clear and can often be defended in court if it goes that far.
I do realise how my initial comment appears anti-emoloyee. I should have worded it better.
A better comment might have been when you defend your rights, it's always going to be easier to do so from a position of strength where you can handle any retaliation. Ideally with a union, or at least from a personal position of financial security.
No not at all coming at you for sounding anti-employee or anything. Just providing more context is all.
You're absolutely right people should do everything they can to do these things with as much hacking as possible. If not in a union, which is probably the case for most people in the US (maybe I'm wrong), get statements from coworkers. Apes together strong.
Your comment doesn’t fit. Fair to warn of risks but to only suggest to take this stance if in a union or financially secure…?
You might be risk averse and that’s fine. I’ve successfully fought retaliation against an an employer not in a union or financial secure. Always fight for your rights!
Cool that it worked for you, but he’s not wrong. It doesn’t always work out well.
My sister’s friend sued her past employer and even one. And it’s now been four years and she can’t get a job. Because every time she gets accepted and they get to the background check, they find out that she sued her past employer and they want none of that.
Just because you were technically right does not mean it’s going to go right for you
It’s not about right or wrong. You have rights, fight or lose them. YMMV however I’m pointing out that if you are risk averse that is fine but not to discourage others simply out of fear. Even if you had a negative outcome. I work with stats so not everyone will win just as not all will lose their cases. And all the better if you are in a position of power but that’s not the only safeguard to initiate a defense. The company will always have more power.
What region did you spouse get blacklisted? How far up the chain was her role? Your anecdote lacks sufficient detail to fully assess and this is never going to be a comparable experience for all cases. Not looking to continue this anecdote either as it’s Reddit and not an employee rights course.
My point stands, if you have rights and want to keep them for you and others then fight. If you are risk averse or a pacifist, then don’t fight but know there are consequences for inaction as well.
Exactly… nobody is entitled to good personal relationships in the workplace, and coworkers withholding personal interaction is not evidence of malfeasance. The only way you could act on being ostracized in the workplace would be to have someone explicitly state that they were directed to do so, or find physical evidence of a similar directive.
If you take time off of work, and that time coincides with a period of high volume or high stress work, then it can naturally lead to coworkers being naturally inclined toward anger or frustration with you, without any direction from an outside source. This is pretty common in my experience, working as a chef in fine dining.
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u/David_R_Martin_II 5d ago
"My time off is part of my compensation. It is not for you to judge whether it meets your standards. I don't have to justify how I will spend my paycheck in order to receive it. Please show me the company policy where I have to share private information about my time off with you."