Surprise email from Supervisor

[Anonymous]

Hi original poster I'm here to help

The parking issue can be resolved. If you try to come in earlier to get one of the parking spots. I've had that issue and I changed my hours to come in before the parking lot is full. It might mean that you have to work with your spouse on getting the kids to school on those days so that you can scoot out earlier. Or you can get your kids into the before school program And on those days, drop your kid off at school earlier than normal.

For the changing desk situation, if you need to move desks, put a sign on your desk, saying if you're looking for me, please go to X space that's where you will find me. That way if anybody sees your desk is empty at least you have a sign they're saying you're still in the office but at a different location. Of course let your boss know that you have to do this because of your noisy neighbor so it's notunforeseen and people know to look for that sign.

Good luck.

[Anonymous]

Anonymous wrote:

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?

I agree. I think this is crazy over the top. If it were my employee, I would have responded to the initial email by first granting the “request” and explaining how the policy works. If I had concerns about the employee not working a full day I would have raised that separately.

[Anonymous]

Anonymous wrote:Hi original poster I'm here to help

The parking issue can be resolved. If you try to come in earlier to get one of the parking spots. I've had that issue and I changed my hours to come in before the parking lot is full. It might mean that you have to work with your spouse on getting the kids to school on those days so that you can scoot out earlier. Or you can get your kids into the before school program And on those days, drop your kid off at school earlier than normal.

For the changing desk situation, if you need to move desks, put a sign on your desk, saying if you're looking for me, please go to X space that's where you will find me. That way if anybody sees your desk is empty at least you have a sign they're saying you're still in the office but at a different location. Of course let your boss know that you have to do this because of your noisy neighbor so it's notunforeseen and people know to look for that sign.

Good luck.

Great suggestions. If you need to make a call and are taking it elsewhere, make sure to tell your boss so they don’t wonder where you are.

[Anonymous]

Anonymous wrote:

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?

It’s because it’s not the first time the supervisor has been concerned about OP. OP may not even be aware of other impressions they have made. If you’re in your first sixty days, you are at your desk, on time, taking the training, available and responsive by email and chat.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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?

I agree. I think this is crazy over the top. If it were my employee, I would have responded to the initial email by first granting the “request” and explaining how the policy works. If I had concerns about the employee not working a full day I would have raised that separately.

Right that's why everyone is saying there is more going on here & boss is not just reacting to the single telework request.

No supervisor wants to cc their own supervisor on granting/denying every minor logistics request that comes in. It's not the norm for feds. In fact granting these types of minor modifications is absolutely the norm in most fed workplaces.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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?

I agree. I think this is crazy over the top. If it were my employee, I would have responded to the initial email by first granting the “request” and explaining how the policy works. If I had concerns about the employee not working a full day I would have raised that separately.

Right that's why everyone is saying there is more going on here & boss is not just reacting to the single telework request.

No supervisor wants to cc their own supervisor on granting/denying every minor logistics request that comes in. It's not the norm for feds. In fact granting these types of minor modifications is absolutely the norm in most fed workplaces.

NP but this is what I think is going on.

The people sh*tting on OP are over the top. I was not confused at all regarding the separateness of her two issues (change of day request; being accused of not being there 8 hours a day). So not sure why people are accusing OP of not being clear.

It's totally normal to ask to switch a single workday, and is not some crazy sign of entitlement. Even if it's within the first two months of starting. Stop sh*tting on OP for this request.

As to the being at OP's desk, it does sound like OP may have messed this one up. If OP is leaving the desk for hours every day and not informing manager of where OP is, it's possible manager thinks OP is flaking for hours a day. This alone could be the underlying issue why manager is now bringing in their supervisor. I would get in front of this issue stat, explain where you've been working and why, and defer to manager as to whether there are any accommodations that can be made. If manager says no, that means you've burned through your goodwill and need to stay at your desk for 8 hours a day for the seeable future until you accumulate further goodwill. Apologize profusely for any misunderstanding.

But given that manager has essentially rejected the Op's request to change days, AND called OP out on the 8 hours a day issue, that means something more serious is going on. It could be the 8 hours a day thing (ie manager thinks OP has been flaking out on work for hours a day). If not, there is definitely something else going on related to OP's job performance, and OP is obviously not aware of their deficiencies.

[Anonymous]

Anonymous wrote: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.

DP: That is literally insane.

[Anonymous]

Anonymous wrote:

Anonymous wrote: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.

DP: That is literally insane.

In my fed office I don't think people could care if it was something sporadic - we have bays with nice chairs and views, a library, etc. You can take something and read there. Or certainly reserve a conference room for an important call. But if someone is reserving a conference room for themselves for big chunks of the day while others are sitting in cubes, that is not appropriate unless there is specific approval from the supervisor or it's an accomodation, etc.

[Anonymous]

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.

Wow. What an insulting way to make your point. And adults do get IEPs, they're called Reasonable Accomodations.

[Anonymous]

Hold old are you OP? This makes me think I need to up my game with my tweens so they don't end up in this kind of situation.

[Anonymous]

Federal Employment has rules. You should always assume, strict rules. Not rules you tweak. That also means that you have protections because your supervisors, and their bosses also have rules. The written word is followed.

[Anonymous]

OP, I would take this very seriously. They are creating a paper trail. You have gotten off on a bad foot.

Are you married? Do you have kids? If this job is your only income I would start looking while trying to salvage this. If you are let go for cause, no unemployment.

[Anonymous]

Supervisor wants, and should have a paper trail (emails), laying out his worst concerns, in case it is revealed later that Op IS a problem employee

[Anonymous]

If I was your supervisor and you were still in your probationary period (and based upon all I have read), you'd be out the door/ terminated.

[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.

You young people. Get.there.earlier.use.public.transportation. Why is it so hard for you people to understand the world doesn’t revolve around your needs. Lol.