Pretty much the same question in the body text. So, we all hear HR is there to protect the employer and not the employee, so i've been an HR specialist in payroll and FMLA for a couple years now. as a result of this, I think more about protecting the employee than the employer. Does this make bad for me to advance?
So I was just given more workload, and i've decided to start fighting back. My supervisor is incompetent. Unfortunately, she's the cousin of the boss. She has kind of bumped it up a bit. But she used to literally talk all day.And now her workload is just so small.
Well, here's the old story being told again. So someone at our job got fired. In the meantime, they would redistribute their job duties to me and one other co-worker. Me and the someone else, are both the best workers. I thought the extra work would be temporary until they found a replacement but no, it looks like I am gonna get the permanent workload.
I am meeting with my supervisor to let her know that my workload will be more than anybody else's. But I will still have the same pay and the same productivity standards. Despite a higher workload.
If it helps, I can explain what I do. I do FMLA paperwork. basically, our workload is divided into sections, and I got a whole new section at the time. They divided us up based on us.Currently, having an equal amount.But I will have one more section than everyone else. It may not seem like a lot more work. But over the long run, it will be. And this is pretty much the difference between a sprint and a marathon. I know my supervisors indicated that these numbers put me with everyone else right now, but that's just because the number of people taking FMLA at this time is low in some of my sections, but over the long run that will not be true.
I need advice when I talk to the supervisor?
Does this kind of conversation lead anywhere?