My company refuses to make a statement about racial injustice. They say that whatever anyone says or does is never good enough. I feel entitled to a cop-out, but if I complain I fear there will be retribution. Can I be reprimanded for organizing an employee protest or petition asking management to make a statement and commit to doing more to combat inequality?
If we have learned anything from the #MeToo movement, that silence and inaction is not an option. Race issues are at the top of the national conversation, and just because your company remains silent means you have to. You can try measuring ways to encourage dialogue and influence change that provocative and potentially a risk to your job. Think about whose responsibility it is actually to ask the organization to step up. Start a dialogue with those leaders. If that works, then make your case professionally to the top of the company, whether the CEO, CHRO, general counsel or board of directors. If you still do not make any progress, then you have an even more powerful platform to organize grass roots pressure. You stand on a much firmer ground if you keep all of your professional efforts and can defend yourself if any of your efforts do adversely affect your job.
The restaurant where I worked last summer said they would rehire me for this season, and a few weeks ago, the manager confirmed they were going to bring me back. Now he says they are, because I came in for Labor Day weekend last year even though I had a good excuse. Is that legal? And can I collect unemployment since they are technically firing me?
If not being offered a job was the same as being fired, then almost everyone has been fired several times. And if not being offered a qualified job for unemployment benefits, then the country would be bankrupt. If the restaurant had fired you for not showing up for work last year, you likely would have qualified for unemployment benefits – now, not so much. There are plenty of restaurants now looking for staff, so go land a new gig.
Gregory Giangrande has over 25 years of experience as chief executive human resources. E-mail your questions to [email protected] Follow Greg on Twitter: @greggiangrande and at GoToGreg.com, dedicated to helping New Yorkers get back to work.