What Do You Think of Supervisors Repremanding Employees for telling other Employees about the Death of another

Question

Employee? They Did Not want them to Grieve or show any Feelings. Did Not call for Grief Counselors and they are the Ones New on the Job. The Employees Knew each Other and worked together for Years..This really Happened. What should happen to the Supervisors?

Answer 1

Let me first start that Mr. "I've Been Banned 29 Times", evidently you are quite proud of that, I hope when you are in loss of a person close to you, whether family or friend, that you do not receive the same callous response you just gave. The lost may not mean a hill of beans to you, but it certainly can to others and we should be mindful and respectful of those affected by it. I wouldn't give you the satisfaction of having you banned so you could brag it was 30.

I am sorry for the loss of your fellow employee. Obviously, that person had a major impact on all of your lives

Depending on the nature of the loss, such as violence in the workplace that caused the death, most employers do not provide grieving counselors just because somebody died. That is because those counselors come at a very high price (several hundred dollars per hour). As cold as that seems, it is a matter of pure cost of running a business.

The grievance counselor provision is for when moments of undue loss or catastrophic event may cause a long-term psychological impact causing a major chain of events on productivity in the work place at a mass level.

Do I agree with you that the supervisors are reprimanding you folks for talking about the loss? If it is relatively fresh and the first few days, I think the supervisors need to allow you folks time to adjust. If it ongoing past the week and now it is interfering with process of conducting business, they have a right. Perhaps you folks can then arrange a after work memorial time for all of you to discuss openly how all of you have been affected and remember the fond times and the person's life. Have a good celebration of the person's life and discuss how you were affected by having them in your life no matter how brief. Invite those supervisors as a good will gesture.

Otherwise, there is no law or legal requirement that supervisors allow co-workers a moment to grieve a loss employee. The only mandate as outlined in your employee handbook on what is established as funeral leave would apply.

Good luck and much prayers during your time of loss

Answer 2

Something like that happened on my very prestigious job. They called it Gossip and rumors when it was true. It is senseless and as a Student in Counseling that was a Five Way whammy.

1st the shock of the sudden loss
2nd not being able to grieve the loss of a friend and co-worker
3rd not being given time to recover
4th the Supervisors are way too green to lead anybody anywhere they are heartless, ruthless and are automatons in need of serious therapy. They are bordering on Megalomania. Those in higher positions should suspend the Supervisors and give an apology to the workers that were notifying people of the the loss of a fellow worker.
5th Professional Grief Counselors should be on hand to help with the grieving process.

Most Employers need to re-evaluate their handling of employees and Supervisory staff and take a note out of Google employees Handbook. Stop being Asinine towards their employees that are hired labor Not Slaves. Sometimes employers make the Mistake of wanting to maintain a hardline profit over the happiness of those they employ. The result is poor productivity, high turnover rates in employment and sagging profits.

Answer 3

I'd have to know a lot more about the circumstances before I could form an opinion. It sounds a bit over-the-top, but I don't know all the sides to this issue.

I could see a possibility there might be some reason for a reprimand under certain circumstances. But those circumstances would at best be extremely rare, and I would think simply correcting the employee would be more constructive than issuing a reprimand.

By the way, as a civil service employee, there were at least two occasions that I received reprimands I considered unjustified. I never asked for grievance action because I felt that would merely compound the problem.

Answer 4

this occurs to me each and every of the time, as a supervisor it is your duty to be conscious the tardiness if extra effective than 10 mins late. no rely if it is below ten mins i will ask why they have been late and if the respond is suitable I remind them to objective and be on time because of the fact in the event that they are ten mins late it is going on their record. i will permit my branch supervisor understand so as that he knows of it so as that in the event that they proceed being late they understand that worker became into warned approximately it.

Answer 5

First off, you didn't say whether it affected job performance or not. If its simply someone trying to keep control, then no. If its a supervisor trying to keep everyone productive, then yes. After all, it is a job site. If they are that sad, perhaps they should take personal days. If the boss is micro-managing, tell him you don't appreciate it.

Answer 6

Are you serious??? Does your supervisor's boss know about this? I'd talk to them!

Answer 7

sounds stupid, i mean the repremanding.