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<blockquote data-quote="quadro" data-source="post: 822888" data-attributes="member: 12850"><p>A mistake is not an exception. There is a big difference. For LTFedExer, the manager made an error. Whether that was intentional or not I do not know but it wasn't an exception.</p><p></p><p>Ok, what was the exception and why was it made?</p><p></p><p>I agree to a point on this. If a manager makes a mistake (they are human after all) or even just uses poor judgment, and you are treated in such a way that you feel you need to file a GFT, that's what the GFT is there for. If a manager continually makes decisions that cause an employee or employees to continually go to HR or file GFT's, that's going to get the manager some extra attention. Doesn't mean the manager is wrong or right, just that something is obviously going on. It could be poor management by this manager or it could be poor management by a previous manager that this one is now trying to correct. I've seen both situations.</p><p></p><p>Maybe, but the manager has got nothing to lose by being open and honest with you. You had already made up your mind you weren't taking the job so it's kind of irrelevant about what the penalty is. Put another way, what does he gain by not telling you? What does he lose by telling you?</p><p></p><p>But you weren't being screwed with. Your manager was a jerk for not getting you an answer but the answer wouldn't have changed the outcome and just as importantly, the outcome would have been the same for any employee doing what you were trying to do. You may not like it but at least it is fair and consistent.</p><p></p><p>Actually I am. I'm very well aware of what can happen behind the scenes. That's why I try to be as well versed as I can about policy.</p><p></p><p>Well in this case, it is 100% on you. If it isn't, then who made you put in for the position and who made the decision for you not to accept it? As for things being cookie cutter, I never said they should be. There is often going to be an element of individual consideration. The problem is that there is a very fine line between individual consideration and favoritism. In this particular case, the policy is very clear and to allow you to put in for other jobs after withdrawing from a signed offer letter, would need to have some very extenuating circumstances. Wanting to be closer to your family isn't extenuating. Many, many people, myself included, want to be closer to family.</p><p></p><p>It is what it is. I was in the right place at the right time. Do you go around congratulating those people who were in the right place at the right time to buy Microsoft or Google or Yahoo or Dell stock? Unfortunately, I wasn't one of them so who do I blame for that?</p></blockquote><p></p>
[QUOTE="quadro, post: 822888, member: 12850"] A mistake is not an exception. There is a big difference. For LTFedExer, the manager made an error. Whether that was intentional or not I do not know but it wasn't an exception. Ok, what was the exception and why was it made? I agree to a point on this. If a manager makes a mistake (they are human after all) or even just uses poor judgment, and you are treated in such a way that you feel you need to file a GFT, that's what the GFT is there for. If a manager continually makes decisions that cause an employee or employees to continually go to HR or file GFT's, that's going to get the manager some extra attention. Doesn't mean the manager is wrong or right, just that something is obviously going on. It could be poor management by this manager or it could be poor management by a previous manager that this one is now trying to correct. I've seen both situations. Maybe, but the manager has got nothing to lose by being open and honest with you. You had already made up your mind you weren't taking the job so it's kind of irrelevant about what the penalty is. Put another way, what does he gain by not telling you? What does he lose by telling you? But you weren't being screwed with. Your manager was a jerk for not getting you an answer but the answer wouldn't have changed the outcome and just as importantly, the outcome would have been the same for any employee doing what you were trying to do. You may not like it but at least it is fair and consistent. Actually I am. I'm very well aware of what can happen behind the scenes. That's why I try to be as well versed as I can about policy. Well in this case, it is 100% on you. If it isn't, then who made you put in for the position and who made the decision for you not to accept it? As for things being cookie cutter, I never said they should be. There is often going to be an element of individual consideration. The problem is that there is a very fine line between individual consideration and favoritism. In this particular case, the policy is very clear and to allow you to put in for other jobs after withdrawing from a signed offer letter, would need to have some very extenuating circumstances. Wanting to be closer to your family isn't extenuating. Many, many people, myself included, want to be closer to family. It is what it is. I was in the right place at the right time. Do you go around congratulating those people who were in the right place at the right time to buy Microsoft or Google or Yahoo or Dell stock? Unfortunately, I wasn't one of them so who do I blame for that? [/QUOTE]
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