"How hard is it to look at your email?"

[Anonymous]

Anonymous wrote:

Anonymous wrote:Omg do not take this to HR. Talk to your colleague or your manager, if you must. What is HR supposed to do here?

Uhhh, document instances of harassment and abuse? Of which this clearly is.

In what world do you think it's appropriate to call someone at 9 am on a Sunday morning, demand after hours work (unpaid), and then insult them when told they will handle the issue at the appropriate time and in the appropriate manner?

I'm personally at Mass on Sunday mornings and I'd be absolutely irate if this person interrupted that for a rescheduling email.

lol. That phone call, as described, was not harassment or abuse.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Here’s what is unclear to me: are you supposed to monitor your email in case of emergency or not? It’s clear that the client’s question WASN’T an emergency and didn’t demand a response. Your colleague was inappropriate and overreacted. But it seems like what you implied was that you weren’t looking at emails at all when maybe you’re supposed to keep an eye out for potential emergencies? Either way, I don’t think this rises to the level of reporting to HR.

Email is not for emergencies in most organizations. It doesn't confirm receipt out of the box.

Calling is the gold standard for notification. Maybe text messages or an app specific notification on your phone (think push notification from your alarm app for example).

OP here. Correct.

Email is not for emergencies. We have an emergency phone that goes home with one of three people every night and every weekend. the clients have this number. The phone holders are compensated extra for having the phone. Sometimes it rings non stop and sometimes it doesnt ring for weeks. It's just the way life works out.

I am not one of the emergency phone holders. The individual that called is, hence my reaction to take the call.

There has always been creep of work with the phone holders. They are happy to take the extra pay, but also try to shove the work off on others as soon as possible.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Omg do not take this to HR. Talk to your colleague or your manager, if you must. What is HR supposed to do here?

Uhhh, document instances of harassment and abuse? Of which this clearly is.

In what world do you think it's appropriate to call someone at 9 am on a Sunday morning, demand after hours work (unpaid), and then insult them when told they will handle the issue at the appropriate time and in the appropriate manner?

I'm personally at Mass on Sunday mornings and I'd be absolutely irate if this person interrupted that for a rescheduling email.

lol. That phone call, as described, was not harassment or abuse.

Disrupting religous practices is 100% harassment and abuse.

[Anonymous]

Anonymous wrote:So, I'm sitting here in my front room. It's 11am on a rainy Sunday.

I'm reading the news, browsing recipes for a curry I'll make my family tonight during the snow. I've rested this weekend, hung a couple pictures that have been waiting for months, did some laundry, read a bunch about John Singleton Mosby and watched some olympics with my daughter.

Two hours ago my phone rang. ID said it was a colleague so I immediately thought it must be an emergency (I work in Facilities Mangement- think taking care of large buildings).

It wasn't. It was her basically crying that I didn't see an email sent Saturday morning by a client wanting an immediate answer. We don't work weekends unless its an emergency. This guys question was basically:

"Hey, about that appointment we have to do a campus walk on Thursday- anyway we could move it to Wednesday?"

I explained to my colleague that I didn't see it because I'm not looking for emails on a weekend and even if I had, I wouldn't have responded until 8 am Monday at the earliest. Because that is when I'm working and I have no desire to give clients the impression they can pepper me at any time and expect a response at 10 on a Saturday morning.

"Yeah, but how hard is it to look at your email?" was her response.

I told her that she was interrupting my Sunday and we can talk tomorrow. She got offended and esentially hung up on me.

What would you have said?

I want to check myself before I take this to HR.

I think you acted perfectly reasonably, but I wouldn't take this to HR. That's beyond.

[Anonymous]

Anonymous wrote:Take it to HR? That says a lot about you. Good lord.

+1 , plus Troll

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Here’s what is unclear to me: are you supposed to monitor your email in case of emergency or not? It’s clear that the client’s question WASN’T an emergency and didn’t demand a response. Your colleague was inappropriate and overreacted. But it seems like what you implied was that you weren’t looking at emails at all when maybe you’re supposed to keep an eye out for potential emergencies? Either way, I don’t think this rises to the level of reporting to HR.

Email is not for emergencies in most organizations. It doesn't confirm receipt out of the box.

Calling is the gold standard for notification. Maybe text messages or an app specific notification on your phone (think push notification from your alarm app for example).

OP here. Correct.

Email is not for emergencies. We have an emergency phone that goes home with one of three people every night and every weekend. the clients have this number. The phone holders are compensated extra for having the phone. Sometimes it rings non stop and sometimes it doesnt ring for weeks. It's just the way life works out.

I am not one of the emergency phone holders. The individual that called is, hence my reaction to take the call.

There has always been creep of work with the phone holders. They are happy to take the extra pay, but also try to shove the work off on others as soon as possible.

That's extra lame, then. If she's getting paid extra then so should you if you have to answer her or other questions on weekends. The org should have clear compensation not just for the person holding the phone but anyone that person calls because they won't handle it themselves.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Omg do not take this to HR. Talk to your colleague or your manager, if you must. What is HR supposed to do here?

Uhhh, document instances of harassment and abuse? Of which this clearly is.

In what world do you think it's appropriate to call someone at 9 am on a Sunday morning, demand after hours work (unpaid), and then insult them when told they will handle the issue at the appropriate time and in the appropriate manner?

I'm personally at Mass on Sunday mornings and I'd be absolutely irate if this person interrupted that for a rescheduling email.

lol. That phone call, as described, was not harassment or abuse.

Disrupting religous practices is 100% harassment and abuse.

By that logic, every biglaw attorney who practices a religion is being discriminated against and harassed.

[Anonymous]

If you go to HR, will you lead with ‘I’m an entitled brat who can’t maneuver the most basic of peer interactions ??’ - because that’s what I be thinking after our conversation

-signed HR

[Anonymous]

I am not sure why listing what you did over the weekend is relevant to the situation of a colleague calling about what they thought was an important situation. Why not just say you had not checked email but can respond Monday? Or even, take 5 minutes to respond now? It is not like you were called into work or in the middle of an important event.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Omg do not take this to HR. Talk to your colleague or your manager, if you must. What is HR supposed to do here?

Uhhh, document instances of harassment and abuse? Of which this clearly is.

In what world do you think it's appropriate to call someone at 9 am on a Sunday morning, demand after hours work (unpaid), and then insult them when told they will handle the issue at the appropriate time and in the appropriate manner?

I'm personally at Mass on Sunday mornings and I'd be absolutely irate if this person interrupted that for a rescheduling email.

Thank you for your virtue signaling.

[Anonymous]

Anonymous wrote:I am not sure why listing what you did over the weekend is relevant to the situation of a colleague calling about what they thought was an important situation. Why not just say you had not checked email but can respond Monday? Or even, take 5 minutes to respond now? It is not like you were called into work or in the middle of an important event.

Posting here probably took longer than responding to the original question would have. From a work/life balance perspective, isn't this thread itself making work bleed into OP's weekend?

[Anonymous]

I wouldn’t give it a second thought.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Here’s what is unclear to me: are you supposed to monitor your email in case of emergency or not? It’s clear that the client’s question WASN’T an emergency and didn’t demand a response. Your colleague was inappropriate and overreacted. But it seems like what you implied was that you weren’t looking at emails at all when maybe you’re supposed to keep an eye out for potential emergencies? Either way, I don’t think this rises to the level of reporting to HR.

Email is not for emergencies in most organizations. It doesn't confirm receipt out of the box.

Calling is the gold standard for notification. Maybe text messages or an app specific notification on your phone (think push notification from your alarm app for example).

DP. When I was doing facility management for a data center, anything urgent was a text. Everything else is email and waits until Monday.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Omg do not take this to HR. Talk to your colleague or your manager, if you must. What is HR supposed to do here?

Uhhh, document instances of harassment and abuse? Of which this clearly is.

In what world do you think it's appropriate to call someone at 9 am on a Sunday morning, demand after hours work (unpaid), and then insult them when told they will handle the issue at the appropriate time and in the appropriate manner?

I'm personally at Mass on Sunday mornings and I'd be absolutely irate if this person interrupted that for a rescheduling email.

lol. That phone call, as described, was not harassment or abuse.

Disrupting religous practices is 100% harassment and abuse.

By that logic, every biglaw attorney who practices a religion is being discriminated against and harassed.

Only if they find it abusive and harassing. See how that works? You not liking tomatoes does not mean tomatos are bad.

[Anonymous]

Anonymous wrote:If you go to HR, will you lead with ‘I’m an entitled brat who can’t maneuver the most basic of peer interactions ??’ - because that’s what I be thinking after our conversation

-signed HR

I do believe you work in HR.