What is the name of your state? TX
I am the only Asian American female in my dept. Unless my boss subconsciously thinks I should do more because I'm Asian, I honestly don't believe it's a factor. (I brought it up in case you may have a different opinion as you read the situation.)
I am non-exempt and maintain 2 products. 1 has 20+ people. The other has 100+ people. My boss was supposed to have someone take over the 20+ product in Jan. That got moved to Feb, then March. Actually it didn't occur until mid March. I communicated the need throughout that time and the fact that there weren't even any attempts to start the transition. I have still to maintain 20% of the work load for this product. The 100+ product was supposed to receive a secondary individual to assist me in Feb. That got pushed back to March, then April, now May. Although there were opportunities to train and prep that second person, it was not taken. My boss was the one who decided on all the push backs. I communicated the impact that would make but still received a write up for not completing all of March's tasks. I was told that if the next month was not completed it would escalate to the next phase. I spoke with another manager in the dept and found out the industry standard ratio is 1 to every 50 staff. I have a combined of 120+ staff. That manager maintains a product that is considered less difficult than the 100+ product and utilizes the same resources or better, (systems, databases, etc...). The manager confirmed the ratio should be the same for me. My boss stated that this was incorrect and it should be 85. I checked the WEB. It confirmed the other manager's number. Also, the exempt staff for the 100+ product had their duties reduced because of the large staff. The exempt staff have not been able to complete them even with the reduction. I also believe that they are not being addressed as I am for the incompleted tasks. I have been communicating the need for assistance since Feb. My boss acknowledged and continues to acknowledge the fact that I need to have help to maintain both products. I am concerned that I will not gain the assistance I need before I get fired. So Question: Should I still be held to the higher expectation than the others including staff that are considered at a higher level than I? What about the inconsistencies in the ratio? Is the first write up valid and indisputable. If I get written up again is that indisputable also? What options do I have?
I do plan on speaking with my boss about this in my next meeting with him. I hoped that I could gain some advice/knowledge until then that may help. I also plan to communicate to him that I will, if needed, escalate my concerns to our human resources dept.
I appreciate your help. Excuse the violin noise in the background.
I am the only Asian American female in my dept. Unless my boss subconsciously thinks I should do more because I'm Asian, I honestly don't believe it's a factor. (I brought it up in case you may have a different opinion as you read the situation.)
I am non-exempt and maintain 2 products. 1 has 20+ people. The other has 100+ people. My boss was supposed to have someone take over the 20+ product in Jan. That got moved to Feb, then March. Actually it didn't occur until mid March. I communicated the need throughout that time and the fact that there weren't even any attempts to start the transition. I have still to maintain 20% of the work load for this product. The 100+ product was supposed to receive a secondary individual to assist me in Feb. That got pushed back to March, then April, now May. Although there were opportunities to train and prep that second person, it was not taken. My boss was the one who decided on all the push backs. I communicated the impact that would make but still received a write up for not completing all of March's tasks. I was told that if the next month was not completed it would escalate to the next phase. I spoke with another manager in the dept and found out the industry standard ratio is 1 to every 50 staff. I have a combined of 120+ staff. That manager maintains a product that is considered less difficult than the 100+ product and utilizes the same resources or better, (systems, databases, etc...). The manager confirmed the ratio should be the same for me. My boss stated that this was incorrect and it should be 85. I checked the WEB. It confirmed the other manager's number. Also, the exempt staff for the 100+ product had their duties reduced because of the large staff. The exempt staff have not been able to complete them even with the reduction. I also believe that they are not being addressed as I am for the incompleted tasks. I have been communicating the need for assistance since Feb. My boss acknowledged and continues to acknowledge the fact that I need to have help to maintain both products. I am concerned that I will not gain the assistance I need before I get fired. So Question: Should I still be held to the higher expectation than the others including staff that are considered at a higher level than I? What about the inconsistencies in the ratio? Is the first write up valid and indisputable. If I get written up again is that indisputable also? What options do I have?
I do plan on speaking with my boss about this in my next meeting with him. I hoped that I could gain some advice/knowledge until then that may help. I also plan to communicate to him that I will, if needed, escalate my concerns to our human resources dept.
I appreciate your help. Excuse the violin noise in the background.
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