Surprise email from Supervisor

[Anonymous]

The problem with the parking issue and the not being at desk issue is that you have created a negative impression of your work style/habits which gives rise to concern with any telework days.

You have dug a big hole, OP. If you are not cut before 90 days you have a lot of repairs to make. I'd update your resume, in case.

Be where you are supposed to be, don't be late, don't cause problems and do your work. That will seem responsive to the email and maybe they will give you a bit more time to prove yourself. That there is a paper trail being created is quite serious and you should respond accordingly. Even if you decide to leave you will have an easier time finding something if employed. Buckle down, OP. Treat your agreement like a binding contract.

[Anonymous]

Anonymous wrote:OP here would like to get some advice on how to dig myself out of this hole.

Here's one easy piece of advice directly applicable to your situation - do you know who didn't have parking issues at your agency? The people who got their earlier than you. The good news is, this is a problem that is COMPLETELY within your control to solve. Get there earlier and make parking somebody else's problem.

Telework? Don't telework until later. If you are just starting out, you tell them that you'd rather be in-person starting out for the first 6 months so that you can have a better chance to meet key people/colleagues and get a better feel for the organization... it's not a lie and you'll be the one that is always there - at some point, there's a good chance that you'll be able to help someone above you because you are there and they are not but they know you are there.

8 hours? If this is salaried for the first 90 days you should be doing 9s getting there a half hour early and leave a half hour late M-Th and maybe an 8 on Friday after everyone has left early.

You have to show some hustle here - do you want this job or not?

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here would like to get some advice on how to dig myself out of this hole.

Here's one easy piece of advice directly applicable to your situation - do you know who didn't have parking issues at your agency? The people who got their earlier than you. The good news is, this is a problem that is COMPLETELY within your control to solve. Get there earlier and make parking somebody else's problem.

Telework? Don't telework until later. If you are just starting out, you tell them that you'd rather be in-person starting out for the first 6 months so that you can have a better chance to meet key people/colleagues and get a better feel for the organization... it's not a lie and you'll be the one that is always there - at some point, there's a good chance that you'll be able to help someone above you because you are there and they are not but they know you are there.

8 hours? If this is salaried for the first 90 days you should be doing 9s getting there a half hour early and leave a half hour late M-Th and maybe an 8 on Friday after everyone has left early.

You have to show some hustle here - do you want this job or not?

This. The parking thing is not your employer’s problem. If you have to pay $20 to across the street, you do that for now because it’s better than missing out on thousands of $$$ in paychecks. Ditto if you have to walk an extra two blocks to park. Do what you need to do. Your responsibility is to show up, be at your desk, and get work done. How you make that happen is entirely up to you and entirely your responsibility. Nobody is obligated to make that easy for you.

Same with the loud coworker. Mute your mic when they’re talking, put a disclaimer in the chat, talk over them. Whatever. Not an option: picking your own worksite, switching your schedule, flubbing your hours.

Quit making excuses, OP. No work environment is perfect. It’s on you to get the work done (the way you’re told to) anyway.

[Anonymous]

Anonymous wrote:What does your telework agreement say, OP? In my business unit at my agency, normally you would ask permission for situational telework for the day you can’t make it into the office, and then you wait until you get approval or you follow up. Did you actually get approval first? Also, what’s a skip level, is that your supervisor’s supervisor? That doesn’t sound like disciplinary action to me, but each agency may differ.

Copying your supervisors supervisor doesn’t sound like a wise response. Are you trying to put your manager “on notice?” Also unwise.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here would like to get some advice on how to dig myself out of this hole.

Show up every day and sit at your seat and get your work done. Understand that adults don’t get IEPs. You deal with what they have. You aren’t special.

Then tell your parents they hurt you by getting you an IEP. Forgot to teach you how to hold a job.

that is a lot of judgement.

Yes. It is a lot of judgment. Poor young person is being fired because the system failed them.

i am very hard working with many years of experience. my parents didn’t tell me i am special but taught hard work. never been on IEP. Every one makes mistakes trying to figure out how to correct it. Beating others down doesn’t uplift you.

Please stop being so thin skinned and whiny. Reread your initial post and then ask yourself why folks are responding to you the way they are. You seem self centered and oblivious to the realities of work. And you’re defensive.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:
i am a new fed.

I was surprised to receive an email from my supervisor asking me not to change my telework days and spend a minimum eight hours a day in the office. I had notified him few weeks ago a situation that would prevent me to be on the office on a specific day I had suggested. an alternate day he never responded. After a few weeks. He sent an email copying my skip Level asking me to stick to my approved in person days only. I am very confused. Is this a disciplinary action? Why did he never speak to me or respond to my communication sent earlier and just sent me Written, communication adding my skip level. I thought i was keeping him informed it looks like something is amiss. I am anxious and confused. what should I do

Was it a one off re: telework day you were seeking permission to change or is it that you want a permanent, ongoing schedule change?

Them thinking you are not working 8 hours because you are not at your desk is a really unfortunate impression that has been created and one that will take time and consistency to correct. You need to understand you are asking permission to make changes, OP, not informing. They think you are playing fast and loose and are taking advantage. You need to correct that in words, in writing and in consistent action of being where you are supposed to be during agreed to hours. If you need a different work station make a proposal to your boss and get his/her decision.

The agency parking was full on the first few weeks of my in person day hence I requested a different day when parking was available. So one off request.

Wow, you a really are entitled. The world does not resolve around you and your parking concerns. Find a solution or go somewhere else.

[Anonymous]

Good for thought OP—we are all either a part of the solution or part of the problem. Which one are you?

[Anonymous]

Anonymous wrote:Good for thought OP—we are all either a part of the solution or part of the problem. Which one are you?

Food

[Anonymous]

Misreporting the time in office is (by itself) cause for termination, even if one is past the probationary period. They probably are starting a document trail on OP preparatory to termination. I have seen this several tines now.

[Anonymous]

At the office where I work, it is not allowed to just pick a location to work. One has to work at the assigned cubicle or office. Exceptions are handled as requests to the supervisor, not as notifications, and rarely are granted. Civil service can be rigid.

[Anonymous]

OP there are 3 issues:

1. Your writing is very unclear. Work on clearer communication.

2. If you want to change telework day, that is a REQUEST unless the telework agreement empowers the employee. Just bc a lot of feds feel like their jobs are flexible, that comes with time, developing relationships with your boss and others, showing your value, and understanding office culture. It's not something that's automatic in month 2.

3. If you have this workspace issue, document it for your boss via email and repeatedly. Given the precarious situation, maybe every time you are moving to the other place, send them an email. Or if it's a conference room, reserve it and get it on your calendar so there is a paper trail and also ppl know where to find you.

Once your boss isn"concerned" about your time and attendance, you're on delicate ground.

[Anonymous]

I would have just requested PTO for the day.

[Anonymous]

Are you bargaining unit?

[Anonymous]

Anonymous wrote:He didn’t respond right away because he was talking to others (HR, his boss) about how to handle. They clearly told him to respond in writing. I would be very, very careful, OP. You are still on probation period, so getting a strong start should be your highest priority. Whatever it is that would keep you out of the office on a day you’re supposed to be in, you need to find a workaround. Good luck.

Jesus Christ, an employee wanting to switch one day in a week leads to THAT kind of response?

[Anonymous]

Why is everyone assuming OP is a woman?