I like the idea of a probation period…but I like the idea of double-secret probation even better!
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Probationary period?
- Thread starter thenazz
- Start date
Exactly... Also, people who know they're in a trial or probationary period tend to act differently, so what's really the gain?
If someone fits, keep ’em. If they don’t fit, drop ’em.
Arbitrary limits of x number of days do little but tie your hands and narrow your options.
Rules are not adequate substitutes for good judgment and communication.
Arbitrary limits of x number of days do little but tie your hands and narrow your options.
Rules are not adequate substitutes for good judgment and communication.
Seems like there's always at least one guy in any rock band on probation, but i don't think that's what we're talking about here today
I play in churches - every gig is an ad hoc, one off gig. You pull something bad one weekend, you might never get called again. I'm on permanent probation, as I see it.
I think the discussion should be about standards - we have those in my world, mostly written down about the non- musical stuff, but I'm sure "must not make the bad sound like poo" is also in there somewhere in invisible ink or something.
I think the discussion should be about standards - we have those in my world, mostly written down about the non- musical stuff, but I'm sure "must not make the bad sound like poo" is also in there somewhere in invisible ink or something.
this, loud and clear enough to be heard across a football field during homecoming.
+
If there’s health insurance, 401K, and PR obligations, then it’s not a band, it’s an entertainment company.
You can’t get fired from a company because one of your co-workers has a spouse who decided to have extra-marital relations with you without your co-worker’s consent.
~~~
If it’s a band, there’s no such thing as a permanent member.
It’s a band.
No matter how good of a player and/or entertainer you are, you can get “fired” from a band if the drummer’s 3rd-call mistress just looks at you with a flirty expression.
Maybe not explicitly because, but if you do that many employers will find a way to get rid of you “for cause.” Most employers are smart enough not to fire you for stated reasons they know won’t withstand legal scrutiny, but when it comes to firing someone—where there’s a will, there is generally a way (unless you’re civil service, in which case you are in the clear).
Boinking the spouses of your co-workers is not a path to receiving the Employee of the Month Award.
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Those employers are definitely outliers in The First World- they’re typically the sort that’d also have will to find a way to fire for secret real causes such as Religion, Skin Color, etc.
They exist, and there’s more of them than there are hairs on my body, for sure…
The difference is that it’s immoral to fire someone for things like religion and skin color, even if you claim it’s for a substantive reason.
huh?
Are you truly saying that Employer has a moral obligation to fire Employee B if Employee B consents to engaging in a sexual and/or spiritually romantic relationship with a fourth party who is themself already in a legally bound relationship with Employee A without the consent from Employee A?
Not at all. I’m saying if you start sleeping with your co-workers’ spouses, don’t be surprised if your performance reviews take a downward turn thereafter—completely by “coincidence.” Or they’ll fire you for having a negative impact on the corporate culture or that you’re not a team player.
I saw this happen at my job.
Husband and wife work at my job.
Wife was having an affair with the maintenance man at the job. Everyone knew it, including the husband, some weird open marriage thing.
Anyway, the manager overheard folks talking about it, didn't believe it. Came back late to work on a Friday night and found them In flagrante delicto
They got fired but not for that, for being barefoot in the building. There was an OSAH requirement that safety shoes had to be wore in the building at all times
The husband continue to work there
Your claim makes no less or more sense if you replace the underlined portion with:
- talk about The Second Amendment to any co-worker on or off the physical workplace, during work hours or off hours
- talk about liking or disliking the New York Yankees with a co-worker at any time of any day
- eat fish at lunch
- eat pork or non-Kosher foods
- listen to Jaco Pastorius at work
- are the only (corporeal feature- eg: fat, white, old, young, etc.) person in the company
Employers do have to consider if there is friction among their group of employees which is being caused by the mere presence of one replaceable employee.
A bad fit is a bad fit and can have a real effect on the bottom line regarding end of quarter productivity.
Taking advantage of a poor helpless wife who has no mental capacity for choosing for herself whether or not to “boink” you, her husband’s co-worker, in the instance that you just decide that you want to “boink” her is not a more gooder reason for an employer to see as making you ill-fitting within the group than hairdo, political leanings, or taste in music.
It just isn’t.
According to my wife my probationary period started in 1981 and I'm still not tenured.
But if I don't fit because of the above-mentioned faux pas. Are you saying I won't get fired or just not for that?
This sounds absurd. If the person is not working out for some reason and either won’t or can’t come up to speed, then they get dropped. Probationary period makes it sound like if they make it that far, then they have a position in the band for life.
In my hypothetical company which has between 3 and 4,000 employees, it depends.
Factors:
- who is more productive?
- who has a more positive or negative effect on the productivity of the other employees in the aftermath of the public outing of the affair?
Whether it is a faux pas (a single winter holiday party drunken incident), inconveniently timed true love, two consenting adults just casually living how a not-small fraction of humans and other mammals have lived for millennia, or other similar considerations kinda don’t matter.
I have a responsibility to the health of my company. If you and the other worker are dead even in how well you perform, you both perform quite well, and the only friction there is is solely between you two, I’d likely invite you both to apply to a different position in the company.
If you are both mediocre on your best days and neither of you would be missed on a personal level by the other employees, I’d only have the friction be an impetus to do what was already on the to-do list.
If I fire you, it’s incredibly likely that you earned it with your pants on, buttoned, and zipped.
~~~
Some people’s brains are wired such that they consider rape a faux pas. If you raped your co-worker’s wife on camera, while I definitely do have more than zero sympathy for whatever mental disease(s) and/or trauma(s) you might’ve endured which would lead you to engaging in such an act, I doubt I’d even waste energy searching for a reason to fire you. I’d shoot straight to offering you a month’s pay to resign so as to extricate you from my life that very day.
I do apologize to any TBer who might be offended by this preference of mine to minimize my exposure to anyone who is prone to engaging in rape. Call me prejudiced, if you like.
