Husband has been with the same company for 7 years. He is a hard worker with a good work ethic, and he goes above and beyond the call of duty on a regular basis. Last week his company was pitching a new client, and they didn’t even ask him for an animation because his department is slammed with regular work right now. Husband worked on it at home on his own time at his own impetus because he knew it would give his company an edge, and it looks like his animation will land them the client.
Great, isn’t he?
He’s also a terrific troubleshooter, and has become the go-to guy for hardware and software tech support in addition to his regular duties.
They love him almost as much as I do.
Like most of the rest of corporate America, times are tough at Large Conglomerate. There were massive layoffs last year, and a handy dandy pay cut to go along with it. Grateful to keep his job, we accepted the cut with as much grace as possible.
Things are going much better now. His office has hooked several new clients, and receipts are way up. Being part of a Large Conglomerate, though, means that the entire company has to be in the black consistently before his old pay is reinstated, no matter how much his little piece of the pie shines.
The other day the HR person was chatting with Husband, and the subject of vacation came up. She’s been there 2 years longer than Husband, and takes 4 weeks of vacation (compared to Husband’s three). She said there was no written policy dictating when the 4th week was awarded, and she’d gotten her 4th week 2 year before. She volunteered to ask if Husband could get a 4th week, too.
We were both excited about this possibility, thinking that:
1. He deserves a bonus for all of the extra work he does consistently, and
2. It would help lessen the blow of the pay cut.
Today the HR person forwarded Husband an email from the corporate HR department denying the request, and it included the policy in place addressing the 4th week of vacation. As with many other companies, employees of Large Conglomerate are eligible for the 4th week of vacation after ten years of service.
But why does HR person get the 4th week? Do labor laws not specifiy that all employees of the same class get the same benefits on the same schedule? I’m sure executive level rules are different, but at Husband’s and HR person’s level they absolutely do. Don’t they?
That’s discriminatory. And it isn’t the first time the company has exhibited discriminatory practices. Heck, I’m Jewish and even I don’t think Jewish employees should get Rosh Hashanah and Yom Kippur off with pay without giving other employees commensurate time off.
These things are unfair.
Husband, of course, will do nothing. He doesn’t want HR person to lose her extra week, which she surely would if he made a stink.
But to me it stinks anyway. It violates my innate sense of fairness.
What would you do?