Multigenerational workplaces often fail to receive the recognition they deserve, discouraging employers from embracing their benefits. The lack of fairness in this situation is disheartening, and I genuinely wish there were more options for recourse. Hopefully, you will find a new employer who appreciates and embraces the unique contributions you bring to an organization.
The incident you described with your colleague is reminiscent of the never-ending drama of middle school. It started with a seemingly pleasant dinner invitation, only for it to turn into a manipulative scheme to extract information from you without your consent. Since then, your relationship has grown cold, and your colleague’s exclusionary tactics have reached absurd levels akin to middle-school behavior. It’s disheartening to feel isolated in a workplace that was once congenial. Do you have any advice for navigating this situation?
Considering that your colleague might leave for another position in the next few years, you might be tempted to endure these provocations in hopes of a more positive outcome. However, enduring such isolation for two to three years can take a toll on your well-being. It’s important to ask yourself why your other colleagues are going along with this behavior. Don’t hesitate to stand up for yourself! Make it known that your colleague is intentionally scheduling events when you’ve already expressed your unavailability. Take the initiative to create your own plans with colleagues and don’t hesitate to respond to absurd behavior with absurdity if necessary.
Now, moving on to a different issue – corporate theft. Your nonprofit organization, despite its low salaries, offers a significant benefit of a 2-to-1 match on retirement plan contributions. However, following a restructuring and change in retirement plan administrators, the organization failed to match the contributions for one month and has yet to provide the promised match, even after a year has passed. It’s understandable that you feel this delay is a form of wage theft. Former colleagues who have left the organization may never receive the match they are owed. Should you be concerned about this, considering it’s only a few hundred dollars that you won’t access for decades to come?
Certainly, this situation qualifies as some form of theft, albeit unintentional. A few hundred dollars may seem insignificant to some, but it can make a significant difference, especially when it accumulates interest over time. It is crucial to continue pressing the issue if you’re still working at the organization. You are entitled to the money owed, and it’s likely that the organization is fully aware of this fact. If the situation were reversed and you owed money to the organization, management would undoubtedly be persistent in collecting it.
Your response to this issue should be based on a careful balance of your level of concern and the appropriate level of escalation. A scorched earth approach may not be necessary, but it is reasonable to request specifics from HR about how the company is addressing the problem and an estimated timeline for resolution. Stay persistent until you receive the money you are rightfully owed.
If you would like additional guidance or have further questions, please feel free to write to Roxane Gay at [email protected].
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