Not signed in (Sign In)

Welcome, Guest

Want to take part in these discussions? Sign in if you have an account, or apply for one below

Vanilla 1.1.4 is a product of Lussumo. More Information: Documentation, Community Support.

Welcome Guest! Want to take part in these discussions? If you have an account, sign in now.
If you don't have an account, apply for one now.
    • CommentTimeDec 30th 2018
    Just as the title says. I got suspended for apparently not being productive enough. I was never talked to about this before or heard any complaints about my work ethic. I've never been written up or have had any sort of conversation regarding negative work habits. Why out of the blue is this happening?
  1. Other Topics You Might Like
    Just got suspended
    Why do some employees get fired for fake Frys cards and others just get a verbal warning?
    Fry's Forum is not affiliated with Fry's Electronics Inc.
    AnyDVD can now copy Blu-ray with BD+ for real
    Carjacking Warning.. Beware of rear window notice scam
    • CommentTimeJan 2nd 2019
    If you haven't figured out by now, Fry's doesn't care about it's employees. Overall store sales might be down, and you're 'low man on the totem pole'. If you're in a state that has "at will" employment laws, an employer can let you go for no reason.
    • CommentTimeJan 9th 2019
    @Obiwan says "'at will' means 'can fire for any reason.'"  
    That's not true. Most states have adopted a precedent from Waggoner, which says you can be fired for a good reason, no reason, but not a bad reason. Bad reasons include obvious protected classes (race, sex, age). Additionally, if a company has a written policy (most do because they don't want diferent policies applied, leading to claims that rules are applied arbitrarily, discriminatory), that becomes the *law* for that company. If a company has a policy defining escalation (verbal counsel, written, 3-day suspension, 5-day, termination) and they don't apply, that is grounds for a wrongful termination lawsuit.  
    Of course, few have the resources to pursue that. But, that's how it is. Also, there will be some behaviors that aren't subject to escalation. Engaging in criminal conduct while at work, sexual harassment. Those are likely spelled out in the policy manual. If it weren't, and they left it nebulous what a terminable offense is, then they'd be open to claims of arbitrary rules that could be based upon age, gender (the protected classes). That's the whole point of a written policy. If they have one, it's probably detailed. If they don't, they're begging for trouble.  
    Even with a policy, they can single someone out, give warnings and suspensions when they'd let something slide for someone else. It's not a perfect protection. That might be your point. But, legally, if the policy says verbal warning before suspension, (some amount of time before another verbal warning is required, etc.)... then that can be a "hostile work environment." A "bad reason."