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

[Anonymous]

"Larla. We are only supposed to respond to emergencies on weekends. Is this an emergency?"

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

"... Is this an emergency?"

"whine whine sniffle might be dunno perhaps not"

"It's not an emergency. I will reply on Monday when I get in the office. I hope you have a lovely weekend. Bye."

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The OP works a job, facilities management, where “they don’t work weekends unless it’s an emergency”. Their phone rings on a Sunday. They answer it because it might be an emergency which implies that they need to somewhat monitor their job in case there IS an emergency.

The coworker described the situation and it was not an emergency. The OP was fine saying as such and that they could respond on Monday. There should be a conversation with the employee to describe what an emergency is or isn’t but that should be end of it.

OP is blowing this way out of proportion.

Op is NOT blowing this way out of proportion. The coworker said "how hard is it to look at your email?" This is very offensive and crossed the boundary. No coworkers should treat me like this. This cowork who are irrational will likely say bad things behind OP's back. OP should absolutely report this to HR to have a record to protect herself. Talking to supervisor may not be a good idea because supervisors almost always want you to work more.

Yes OP, you are blowing this out of proportion. Part of your job is to be available for emergencies if they happen on weekends and you have to monitor that. You just didn’t like your co-worker bluntly reminding you to do your job.

It was literally the coworker's job to be on call.OP picked up thinking the on-call person was notifying her of an emergency. There was no emergency, so the coworker was wrong. The coworker's job isn't to monitor OP's random emails and make sure they are responded to.

It doesn’t matter if coworker was wrong. They followed the process and called OP. It’s OPs responsibility to be available in emergencies. OP needs to be available via different modes of communication as that is their job.

On Monday, the coworker can be instructed on what is or isn’t an emergency.

[Anonymous]

You are all so soft. Every tiny issue you take to HR. Watch interrupting my Sunday!!! Waaaah hung up on me!!!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m impressed that in 2026 you have a job where you DONT have to check emails on the weekend!

I am surprised that you ask this question. Unless OP is in a highly paid postion, such as CEO or big law, she should not check emails during weekend.

You don’t get that job unless you’re the type who checks emails.

Not everyone wants that type of jobs. OP is not in that kind of jobs and is not paid that money.

Has OP told you their job aspirations?

[Anonymous]

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?

HR is supposed to say STFUOP

[Anonymous]

Anonymous wrote:

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.

No, abuse and harassment have objective definitions. They don’t depend on the person’s perception.

[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.

Given this extra information, you should definitely take this to HR.

Your coworker wants to get paid for weekend work and delegate the tasks to you. Not okay.

[Anonymous]

Anonymous wrote:I’m impressed that in 2026 you have a job where you DONT have to check emails on the weekend!

Yawn. You are not that important. Nobody cares if you reply back on Monday

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

It's like you didn't read the post. OP doesn't want clients clawing their way into his off hours and personal life. And I applaud him for that. You kids today are so stupid that you essentially have been brain washed into thinking "It's just an email!" It's just a phone call!" "It's just a couple hours on a Sunday!"



My employer will never own me. But, you do you.

Holy F. OP works in Facility Management and maybe the facilities she manages are open on the weekends. It is her job to be available as she said herself.

OP already said that she isn't on call this weekend - her coworker that called was and was being paid for it. OP osnt being paid for being on call this weekend.

Unless OP is getting paid hourly, these things come with territory. Do you not work PP?

DP and I’m entirely with you on this. If you’re not hourly, then the work simply needs to get done.

It’s an email. It doesn’t take a lot of time.

Sure. It can get done during business hours.

[Anonymous]

Anonymous wrote:

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.

Given this extra information, you should definitely take this to HR.

Your coworker wants to get paid for weekend work and delegate the tasks to you. Not okay.

I would talk to the coworker on Monday and lay it out for them: when it's their turn to have the phone, they are being paid extra, not OP. And therefore, they do not make it OP's problem, because she's not getting paid extra.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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.

No, abuse and harassment have objective definitions. They don’t depend on the person’s perception.

Uhhh, actually they do. That's why a bunch of white dudes throwing around the N word in the locker room is viewed differently than a white supervisor calling a black underling the n word.

God, you are so dumb.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:The OP works a job, facilities management, where “they don’t work weekends unless it’s an emergency”. Their phone rings on a Sunday. They answer it because it might be an emergency which implies that they need to somewhat monitor their job in case there IS an emergency.

The coworker described the situation and it was not an emergency. The OP was fine saying as such and that they could respond on Monday. There should be a conversation with the employee to describe what an emergency is or isn’t but that should be end of it.

OP is blowing this way out of proportion.

Op is NOT blowing this way out of proportion. The coworker said "how hard is it to look at your email?" This is very offensive and crossed the boundary. No coworkers should treat me like this. This cowork who are irrational will likely say bad things behind OP's back. OP should absolutely report this to HR to have a record to protect herself. Talking to supervisor may not be a good idea because supervisors almost always want you to work more.

Yes OP, you are blowing this out of proportion. Part of your job is to be available for emergencies if they happen on weekends and you have to monitor that. You just didn’t like your co-worker bluntly reminding you to do your job.

It was literally the coworker's job to be on call.OP picked up thinking the on-call person was notifying her of an emergency. There was no emergency, so the coworker was wrong. The coworker's job isn't to monitor OP's random emails and make sure they are responded to.

It doesn’t matter if coworker was wrong. They followed the process and called OP. It’s OPs responsibility to be available in emergencies. OP needs to be available via different modes of communication as that is their job.

On Monday, the coworker can be instructed on what is or isn’t an emergency.

Agreed.

OP definitely needs to go to HR because the coworker getting paid to handle emergencies does not understand what an emergency is. Calling everyone for stupid minutiae when they’re off the clock is a waste of company resources.

[Anonymous]

I’d love to fire OP. LOL

[Anonymous]

Anonymous wrote:I’d love to fire OP. LOL

I'd love to fire you!

[Anonymous]

OP, your colleague is on this thread.