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Author Topic: Manager's Powers Jack Ondracek Film God Posts: 2348 From: Port Orchard, WA, USA Registered: Oct 2002 posted 02-20-2003 12:12 AM                        Ian has a very good point. If you're in an "at will" state, what you do in your off-hours can have an effect on your career... especially if you choose to stick it in the face of your co-workers and management. An "at will" situation gives your employer the ability (if not the right) to assess whether your actions have an effect on his business, whether perceived or not. If you understand this and are mentally incapacitated enough not to see how this can effect your future employability, then you probably deserve what you get. It may be right... it may be wrong... but all opinions aside, in some states, that's the way it is... Washington is such a state. You can choose not to show up for work tomorrow, and I can do nothing about it, other than fire you. Concurrently, I can choose not to employ you tomorrow, and you can do nothing about it. In both cases, no explanation from the other side is necessary, and no prior notice is legally required. Pretty wierd system... just something you have to learn to work with. The point? In some states, thankfully, the employer actually does get to set the baseline for the type of people he might choose to hire. In those states, the employee does not get to redefine the employer's parameters. The employee's options, should he decide he doesn't like the way things are, are to quit... or to go open his own business and do things his way. So... if you're going to be (in your employer's opinion) judgmentally deficient, best to keep it to yourself and not stick it in his face... that is, if you really want to continue working there! ... the free market at its best!  |  IP: Logged Steve Kraus Film God Posts: 4094 From: Chicago, IL, USA Registered: May 2000 posted 02-20-2003 09:13 PM                    At will employment may mean that no grounds are needed to end the employment relationship but it's always better when there are grounds. If some corroboration can be established (like a couple of eyewitnesses) then management would have ample cause to terminate both employees on two grounds: (1) Criminal activity (it is a crime to serve alcohol to an underage person; it is a crime for an underage person to drink). (2) Lying. Since #1 is taking place in off hours it is #2 that is the more serious concern since trust is at stake. However #1 may be an additional concern if the underage employee is not just under 21 but is also under 18 because if something happens as a result of drinking the theatre could conceivably be dragged into a lawsuit (not necessarily rightfully but you know lawyers), especially if it becomes known that the management knew what was going on and took no steps to stop it.  |  IP: Logged Kathy Roberts Film Handler Posts: 9 From: Pennsylvania Registered: Aug 2002 posted 02-28-2003 12:48 AM                    If there was the knowledge that underage employees were being provided alcohol by someone 21 or older (regardless of if they are management) it should be reported to HR and they would deal with it. Say that the underage kid gets sick, goes to the hospital, parents find out where the alcohol comes from and somehow finds out that another manager knew about it, a lawsuit can come about. At least if you report it you at least have put yourself out of it and can't get into trouble for it, where if you kept quiet and something happened, you can get in trouble. I agree with someone's statement about how a 30 year old hanging out or being buddy buddy with the underagers is a little fishy in the first place. A manager can't be friends with their employees, it just brings up a heck of a lot of potential issues that you don't want to deal with.  |  IP: Logged William Leland III Master Film Handler Posts: 336 From: Charleston, SC, Registered: Aug 2002 posted 02-28-2003 09:11 AM                        Every theatre (4 total) I have worked has a fraternization policy. Where employees are not allowed to date managers. I'm not sure if they are allowed hang out after hours. I have always thought other theatre chains would have the same type of policy. I disagree with with the policy, you can't help for who you fall for. About the manager hanging out with employee after hours, I see no problems, but if it effects the work environment then matters will need to be addressed. I have been friends with former managers and I it never effected the work place. I will never let my job dictate my friends.  |  IP: Logged

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