Remote employee evaluation

[kme]

My boss and I don’t get along that well. She’s new and over months the relationship has just deteriorated.

Long story short, I returned from vacation and work told me I have to quarantine for 7 days. I asked to work from home and she said no. In the same email she told me I need to complete my yearly annual evaluation by Thurs. Do I do it and ask for paid time though? Is this something I should get paid for? She’s not expecting to pay me for completing it. I haven’t seen what it says yet but if I don’t sign my Thursday she doesn’t get a % of her bonus.

I don’t care about working there anymore and have plans to quit. To me it’s principle. Not only was this whole annual evaluation mismanaged by her, I’ve given so much to the organization and refuse to let them get something else out of me.

[sexycarrot]

There is a lot here--did they tell you that you would have to quarantine when you came back? Are you using sick or vacation time? That seems like something they should have told you before, especially since this seems like a work requirement and not a public health requirement.

I think a lot also depends on how much flexibility you have to lose this job without another one, or if you need to hang on until you get another one.

But, even if you are in "burn it down" mode, I tend to try to go out on decent terms and remain professional.

I would probably reply to this email with something like: "It seems like I do actually need to work one day this week to complete this task you are requesting. Does that mean you will allow me to work from home one day, or is there a way to come into the office for a day and maintain the quarantine requirements?"

This way it is coming from a place of curiosity and "help me to understand" (or at least the appearance of) and puts it back on her to clearly say you have to work without pay, or that it can be delayed, or that you can actually work from home, and then you can decide where to go from there. You can go HR if she wants you to work without pay (if you have one and you trust them), or you can just not do it and risk the consequences, or you get to work from home and not lose a day of pay/PTO, or other possibilities.

Botton line is, it documents it and puts it on her.

[kme]

Jul 28, 2020 16:27:17 GMT -5 sexycarrot said:

There is a lot here--did they tell you that you would have to quarantine when you came back? Are you using sick or vacation time? That seems like something they should have told you before, especially since this seems like a work requirement and not a public health requirement.

I think a lot also depends on how much flexibility you have to lose this job without another one, or if you need to hang on until you get another one.

But, even if you are in "burn it down" mode, I tend to try to go out on decent terms and remain professional.

I would probably reply to this email with something like: "It seems like I do actually need to work one day this week to complete this task you are requesting. Does that mean you will allow me to work from home one day, or is there a way to come into the office for a day and maintain the quarantine requirements?"

This way it is coming from a place of curiosity and "help me to understand" (or at least the appearance of) and puts it back on her to clearly say you have to work without pay, or that it can be delayed, or that you can actually work from home, and then you can decide where to go from there. You can go HR if she wants you to work without pay (if you have one and you trust them), or you can just not do it and risk the consequences, or you get to work from home and not lose a day of pay/PTO, or other possibilities.

Botton line is, it documents it and puts it on her.

To clarify a little more, once the state put quarantine travel restrictions in place I spoke with my manager to see if I would need to quarantine or if I could work from home. She said she “looked into it”, and came back that I didn’t need to quarantine and I couldn’t work from home. Okay fine settled.

When I returned yesterday I had to call Occ Med for clearance (everyone does); and they said I needed to. Okay fine. I emailed her and said something like “hey the quarantine was unexpected. I have urgent project work and a go live on Monday. I know in past I couldn’t work from home but could i be able to so I can compete these project items. It would just be a few hours”. She said “You cannot work from home”. And then threw it back on me and said she “wasn't surprised of the quarantine since I non-complied with the advice the company provided in the memo”. Ummm the company never said I needed to comply or what the effect would be if I didn’t. It was a generic “if you travel, we recommend you avoid hot spots, wear a mask, etc...” . I have the option the use sick time but also unpaid- I’m taking unpaid to preserve my sick time and will try to get unemployment.

I can totally loose my job. I just work for extra spending money. I’m in burn it down mode. I don’t care about being professional or burning my bridges. That’s awful but there are plenty of other options for where I can work. I’ve already gone to HR a couple weeks ago not necessarily about her but during the crisis I wasn’t allowed to work from home but others in the Org could. I wanted clarity (which they failed to provide).

She asked me to sign it and that we’ll talk when I’m back in office next week. She’s not open to discussing via phone (which has been done in past).

Also I’m hourly exempt.

[laterz]

Good god, she sounds exhausting. Burn it down - that sounds fun. At the very least - no evaluation without getting paid for it.

[keh2oblue]

Jul 28, 2020 18:16:13 GMT -5 laterz said:

Good god, she sounds exhausting. Burn it down - that sounds fun. At the very least - no evaluation without getting paid for it.

I mean, if you have nothing to lose, why not? Just say you’ll complete it when you’re back in the office next week then. (and keep us updated:)

[sexycarrot]

I mean, I get the temptation to burn it down, I just think you can accomplish more with an email that documents "OK, I understand the directive not to work at all this week. I will be reviewing, discussing, and signing the document next week when I am back in the office."

I certainly wouldn't be signing anything without going over it, especially if I thought it was going to be a bad review--I would want to document my response to it before signing it. and not signing it now prevents her from getting her bonus right? Which sound fair with her not giving you any other option or providing any leadership. and still professional and very reasonable on your end.

[carmenere]

IME employee evaluation/review forms are usually signed after discussing it. I personally would insist on not signing it until you’ve had a chance to discuss. Assuming you gave reasonable notice about your vacation plans, your boss could have scheduled time to discuss it before you left. There’s also no good reason you can’t do it virtually. So if she doesn’t get it signed by Thursday, that’s on her and not on you.

Also, completing your evaluation is part of your job and you should be paid for it.

[Poppy]

I would be professional about it so that it reflects on her if she is a jerk about it. I agree I would email to ask if you can bill your hours from home for reviewing/discussing (over teleconference?)/signing the review or else you will do it when you come back.

[wildrice]

Definitely don't do anything for work if you aren't being paid for it. That's actually against the law for your employer to ask.

Burning it down even if you don't care is rarely a good idea. I think there have been good suggestions on how to phrase it here to politely refuse to work off the clock. If your supervisor is being inflexible, she can suffer the consequences if she doesn't get her bonus. She can't ask you to work without pay and give you no other options.

[ssmjlm]

Just put it in writing and then log off until you can return to work.

Say according X at Occupational Health, I must comply with the following Quarantine requirements...
Since manager stated that WFH cannot be granted, I cannot work during the quarantine period. Reference back her email and anything in the employee handbook.

The following items will need to be covered during my quarantine, X, X, X. Provide POCs/back-ups unless she's the person.

Upon my return to work on X Date, I can schedule a discussion of my evaluation with you.... I have the following dates/times open.

I would just leave it at that. You've outline what's happened, stated the action items, and provided scheduling options for your evaluation.

Then maybe once you return, burn it down.

[kme]

So I read me evaul. It wasnt completely terrible but received two “does not meet”. One related to an objective that me, nor anyone else in the role completes (I’ve been jn this role for the past 5 years). It should be removed. The other one she noted that I have not been engaged for the past 7 months. I believe both of these would lead me to a PIP. I’m still gonna say I’ll review when I’m back in office and I’ll ask for specific feedback when I do.

BTWs, I suffer from anxiety and OCD. I have weekly treatments. I’ve told her the pandemic has exacerbated my condition back in March. Especially since I was pulled outside of my role and worked as a front-line provider with covid cases. I also took out and FLMA for my daughter in Feb and have been exercising it weekly since then. After I took flma, it all began going downhill.

[SusanBAnthony]

Ask for examples of you not being engaged.

Foe the task you don't do, do you have peers in the same role? I'd confirm she didn't write in our there,and then ask her why she wrote it on yours.

But honestly if she wants you gone it won't matter, and the best way to make her life miserable is to make her jump through all the HR hoops you can, rather than just quitting...but is it worth it?

[Cappy]

Jul 29, 2020 12:57:14 GMT -5 kme said:

So I read me evaul. It wasnt completely terrible but received two “does not meet”. One related to an objective that me, nor anyone else in the role completes (I’ve been jn this role for the past 5 years). It should be removed. The other one she noted that I have not been engaged for the past 7 months. I believe both of these would lead me to a PIP. I’m still gonna say I’ll review when I’m back in office and I’ll ask for specific feedback when I do.

BTWs, I suffer from anxiety and OCD. I have weekly treatments. I’ve told her the pandemic has exacerbated my condition back in March. Especially since I was pulled outside of my role and worked as a front-line provider with covid cases. I also took out and FLMA for my daughter in Feb and have been exercising it weekly since then. After I took flma, it all began going downhill.

TBH I'd just craft a resignation letter. There's Covid stress, you need extra time for your daughter, they are not 100% pleased with your performance (whether justified or bc they are being vindictive about the FMLA), you don't like your boss, and you don't need the money. I wouldn't want to commit my time and energy to that kind of work situation.

[waverly]

I agree if you don’t need the money and want to burn it down the beat way to do that is through a professional resignation letter.

Dear boss,

I am writing to give my 2 week notice. My last day will be Aug x. Please let me know if I can be any help with the transition during my last week.

[ECB]

Jul 29, 2020 12:57:14 GMT -5 kme said:

After I took flma, it all began going downhill.

What do you mean by this?  As in, your relationship with her??  If so, I'd go back and see if tehre is any documentation/ proof of things changing.  She can't punish you for taking FMLA.  

And ditto- I'd ask for examples of your "not being engaged".  Your eval needs to be objective, not subjective.

My "burn it down" would be professional - I'd detail in a resignation letter why I'm leaving and if they do exit interviews, I'd professionally explain why I'm leaving.  And hell - who's her boss?  Can you go above her?  

I'd keep it all professional, I'd document/ have as much documentation as possible, but I'd be very honest about the sitaution.

May not do anything in regards to her - but I'd want HR and her boss to fully know the situation.