Tuesday, October 6, 2009

Regarding the position my love wants back into

One of the guys who is in the position he was in, that he wants to get back into, has been in the hospital for several weeks. This isn't good for that guy, but, and I feel awful saying this, it could be good for us. California's Family Medical Leave Act required companies that fit certain criteria to hold a position for 12 weeks for certain events, and a serious car accident on the other side of the country qualifies. Come another four weeks and they can release that guy's position. Should he recover though and want to return, I wouldn't doubt that the GMs here would do what they could.

Also one of the guys currently in the position (there are several of the title) is considering transferring to another location closer to his home pending the outcome of his own review (depends solely on if the raise will be enough to justify the extra gas spent driving 30 more miles each way and the time it takes and such). I'm placing the odds right now at 35% in our favor of him getting into that position within the next month. It would help soooooooooo much.

If not in the next few week, then that other guy's position in another month or so may be a possibility. It would make far more sense to move Cody into that position than to hire anyone else into it. Why?

Well, to work that position, there is a three-week crash-training period. It's a week of intense self-study followed by two weeks at headquarters in Cupertino (a few people go to the facility in Texas if there are too many people needing to be trained for Cup). Of course the company pays for all of this, for the airfare and hotels and rental cars and food and all else that's needed, plus all the training is paid, of course. It's several thousand by the time all's said and done. Everyone in the world promoted to this position has to go to Cupertino. Cody had guys from flown in from Switzerland and Germany in his training group. So why spend the money training someone else when he's already trained and certified and is in a position that doesn't require this, and he's only not in the position because one wasn't open when we moved?

If his managers can get the review for him and get him the same percentage raise, this will take his pay, even in this position, up to only a few pennies less than he was making before. This would mean we are set. If he can get back into his old position, then that would more than likely come with a pay raise as well, meaning we would be better off than we expected upon moving here.

This was a reply I posted that is about the review part:

The new managers have actually already been trying to contact the previous ones for the info they need to do the review! However not surprisingly, the previous managers have been completely ignoring the new managers' requests. They're still trying, bless them. Raises aren't allowed out of the blue and have to come as either part of a yearly review or the result of moving to a new position (presumably to prevent the possibility of favoritism). Cody actually should have had his yearly review this past MARCH, so is long overdue - that's right, the old managers didn't do his yearly review, and now they're blocking the new managers who are trying to. No one has any respect for those idiots. I won't repeat what people have said about them, but there's nothing about them to respect. They're dragging that store down though. I don't see them being GMs much longer. These new ones, however, are a complete 180 and don't just sit around doing nothing, being elusive, as the old ones were, and they're trying to get Cody what he's overdue for.

So let's hope.


  1. They don't have to give up the position to someone else after 12 weeks if they don't want to. That is not part of the statute. And provided the guy didn't also cash in his 12 weeks of federal FMLA, you could be waiting another few months for that position...if it ever opens at all.

  2. I've got my fingers crossed for you guys. Don't feel bad about hoping he gets a position, it doesn't sound like they guy is in any condition to come back now and life does go on even when one is sick. It's just life and the ay it works.I'm really hoping since he was due for the review last March that they send him a little back pay that he should've l ready got! A nice little check for the extra dollars he should've made between March and now would sure help you two out!

  3. Pansy-ass, http://www.dol.gov/esa/whd/fmla/


    Covered employers must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons: ..."

    Up to a total of 12 workweeks. California does. This is not in addition to whatever a state offers, just that a state must offer. California's already done this for years.

    Christina, there's not going to be a chance, unfortunately, of any raise being retroactive back to March. We wish, but it's just not going to happen like that.


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