Q: I'm the secretary for three attorneys in a large law firm. Our human resources manager recently called me into her office and said that my bosses had complained about my coming in late. I never knew this bothered them, because I frequently work after hours without being paid overtime.
I e-mailed the attorneys to apologize and promised to correct the problem. All three replied that they had not complained and that the HR manager brought up the issue. They also thanked me for staying to help them in the evening.
I have been e-mailing back and forth with the HR manager about this situation. Because she obviously was dishonest with me, I want her to find an unbiased third party to mediate.
A friend told me that, if I pursue this, the overtime issue will come up and will create problems for the firm. I don't necessarily plan to file a formal complaint, but I need to stand up for myself. Any suggestions?
A: All this drama about who said what to whom is irrelevant. The bottom line is that you need to arrive on schedule and get paid for any extra hours worked.
Part of the HR manager's job is to see that policies are applied consistently. If all secretaries have the same starting time, your absence early in the morning may create problems for others. Colleagues have to answer your phone. Clients have to wait for information. Co-workers can't find you when they need something.
More-punctual employees may view tolerance of your tardiness as special treatment. And don't be too sure that the attorneys are really OK with it. They might put up with your late arrivals because they fear raising the unpaid-overtime issue.
You are legally entitled to be paid when asked to work extra hours. So, instead of attacking the HR manager, try enlisting her help with that issue.
Q: Our performance-appraisal system requires supervisors to schedule quarterly conferences with employees, but that's never happened. On the annual review form, my boss lists the dates when our conferences were supposed to happen, then asks me to sign it.
I've never been comfortable falsifying these dates, but I don't know what to do. Should I just sign to keep my boss out of trouble? Or should I refuse and risk retaliation?
Fortunately, I've never had a negative review. But if I ever do, I know I won't have a leg to stand on if I keep saying we had these conferences.
A: Forcing you to lie shows that your supervisor not only is dishonest but also is a terrible manager.
The safest solution is to seize the initiative and schedule the conferences yourself. Put quarterly meetings on your boss's calendar, go with an agenda to discuss and list the dates for him or her at the end of the year.
Perhaps these meetings will be productive. If not, at least you won't be certifying false information.
- Marie G. McIntyre is an Atlanta-based workplace coach. Her weekly column is syndicated by Knight Ridder/Tribune News Service. Send questions at www.yourofficecoach.com.