There was an issue while I was gone and now it seems they want to make me the scapegoat. Is this legal/allowed?
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@1axz: What a crock! Understaffing and retention problems are not MY problem. I'll make a reasonable effort to help out, but I don't owe my soul to the company. Please describe what YOU are doing to address the understaffing problem, other than expecting people to solve problems while they are on vacation. You come across like you're part of the problem rather than the solution.
Legally you cannot
However, Honeywell and it’s HR villains will find a way to sc--w you.
HR love their ‘conferences’ where they meet to work out how to sc--w us even more. And HR is not bright enough to realize they are screwing themselves also. Mo--ns.
@1axz+1hAtbRng, you have a fundamental misunderstanding of what a “vacation” is. It is not merely time not spent in the office. The practice of “checking in” is pushed by businesses that do not want to maintain the depth of staff needed to cover operations with normal entitled absences. Thus the “unlimited vacation” policy.
If I were the manager, I would not take kindly to completely ignoring issues during vacation. We are having severe retention problems in several GBE's with critical resources quitting in waves. This is stressing out the remaining members. Why are you punching unfortunately stuck US employees? We know HON is a bad place to be, just give adequate notice and quit
Your manager is responsible to approve your vacation- and should not have if they were understaffed or knew a milestone was at risk.
Show that your request for time off was reviewed and approved.
I know hourly employees that have been PIP'd, elbowed, and given a 0% raise at review time because they weren't available to work a specific weekend. So basically, Hon treats it's employees like it owns them and when you don't do what they say you will suffer the consequences.
Get a lawyer. If you are an exempt employee they must tip toe very carefully around time clocking. They need to demonstrate failure to deliver tasks.
Like was said in the earlier post: the devil is always in the details. I would just caution that "passing responsibility on to someone else" can vary according to the particular situation and your role in the company.
There are some bad patterns now that make these situations worse. These days everyone is understaffed and overworked... which means that there may (or may not have been) anyone left to take up the slack if you needed to step away for a breather. Thats why a lot of us lose out on that "unlimited vacation" since we never actually get to use it. You may also have a boss that is not interested in taking up that slack either so he might just flip it around at you and say that "you own it".
If you were negligent and knowingly dropped the ball on something without taking certain precautions then thats one thing. On the other hand if you had the best of intentions and unknowingly slipped on something due to being so immensely overloaded and exhausted then that is something else entirely. If it's the second scenario then don't let anyone gaslight you about it. You are not the one who decided to keep everyone overworked and understaffed... people higher up the chain did...
If you left knowing an issue was eminent and did nothing to pass responsibility on to someone else- ya, not good. If it was some random thing and you were not available, no, not so much.