Getting your player ready...
Dear J.T. & DALE: I work at a large hospital and recently changed jobs, moving out of a trauma unit. I was just informed that my pay would be reduced because those in the trauma unit are given an extra 5 percent. No one had told me before my move that this would happen. I know of another person who also wasn’t told. I sent an email to my manager saying that I wanted to speak to HR, that I have an offer letter stating my salary and that if they renege, I would consider it a breach of contract. I’d appreciate your input. – Erin
J.T.: This is a tough situation. Assuming you are a non-union, at-will employee, the company can change your pay at any time. I think you did the right thing by pushing back. Perhaps they can help you get your old job back, if you want it. I doubt they will give you the pay, because that would open up an HR can of worms, as other people might go back and demand additional money. DALE: When you use a legalistic phrase like “breach of contract,” it makes you sound litigious, a label that could cost you a lot more than 5 percent. Instead of assuming that the company was out to deceive you, perhaps they merely made a mistake. After all, here’s a company trying to do a good thing by offering a bonus to those in the trauma unit. Perhaps their biggest sin was not making more of their generosity so that you and your managers wouldn’t forget to deduct the bonus when you depart. So, I say that you either go back to where you get the bonus, or forgive the mistake and try to be grateful for the additional money you got while you were there. Dear J.T. & Dale: I worked for a company for almost six years before we parted ways in December. Over the past two years, the company instituted changes, and customer satisfaction dropped. About six weeks prior to my leaving the company, a very irate customer threatened my life during a phone call, then showed up with a gun. I went to court and got a restraining order, but this was the last straw and I left. I’ve been looking for work but not getting any offers. This may be because the company is providing negative references, or maybe I’m saying the wrong thing about the split. – Mike J.T.: Have someone call and ask for a reference on you to see exactly what is being said. Then, if it is negative, you can take steps to contact them and make it stop. You may need to get a lawyer involved, who could send them a cease-and-desist letter. DALE: What’s more likely, you’ll discover that the company is only giving out dates of employment. Still, that’s important knowledge. Once you start worrying that your former employer is holding you back, you tend to justify yourself in interviews and overexplain the departure. J.T.: I also would contact the HR department directly and ask what is being said in reference checks. This will put them on notice that you are monitoring what they are saying. Then, in interviews, say something like: “There was a dramatic change in the work environment that really hurt customer service. Things got so bad that my life was threatened by a client, and I felt I had to leave. I now hope that I can get back to what I enjoy most: helping customers.” DALE: Here’s the problem: You mention that someone threatened your life, and the other person inevitably asks for details. And there you go, sucked into the conversational vortex of guns and restraining orders. Many interviewers will start wondering: Did you do something to enrage the customer? Is this madman is still pursuing you? They won’t necessarily blame you, but they will avoid you, just in case. So, experiment with not mentioning the gun incident. Simply say that customer service was plummeting and you wanted to move to a place with higher standards, and see if that moves the conversation in a better direction.
