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Catch Train 22

, , , , , , | Working | February 5, 2021

My town goes into curfew at 6:00 pm because of the health crisis, and our station decides that this is a good time to cut back on trains. In my job, only [Coworker #1] lives far enough away to have to take the train every night, and when he gets out at 5:00 pm, there is no train for him.

I can hear his supervisor talking to the boss.

Supervisor: “But he leaves at 4:30?”

Boss: “Yes! Temporarily; we are trying to find solutions.”

Supervisor: “Everyone is grumbling because he’s leaving early!”

Boss: “It’s taken off of his days off.”

Supervisor: “But even so, it’s not normal for someone to leave early.”

Boss: “If he goes out on time, he doesn’t have any more trains, and I wouldn’t make him sleep outside, and if we leave him in the offices, we have to have someone to watch over him. Do you agree to stay here tonight?”

The supervisor left and agreed to let him go at 4:30 pm.

“It Isn’t My Language; I Only Speak It” Is Such A Mood

, , , , , | Working | February 5, 2021

I live in New Zealand. Most of my work colleagues are Europeans aged eighteen to twenty and their standard of English varies. One colleague takes the cake. Her English is less than fluent, but she is enthusiastic about improving. She has asked our colleagues to correct her English.

I have Asperger’s Syndrome. I need good English with clear pronunciation to understand something, even if the context is obvious. I am the only colleague to pester [Colleague] for good English, per her request. We have become close friends. I am male.

On this occasion, we are hiking up a mountain on our day off. This is a new topic of conversation.

Colleague: “Do you have special force?”

Me: “Pardon?”

Colleague: “Special force, do you have?”

Me: “What are you talking about?”

Colleague: “Like, hostage, James Bond, bang gun bang?”

Me: “What is special force?”

Colleague: “My friend is in Spanish special force. He is very strong.”

Me: “Oh, the Special Forces! You mean, ‘Does the army have special forces?’! Yes, they do.”

Colleague: “Do you have special forces?”

Me: “Yes. Now I understand. In English, ‘special forces’ is always plural. We never say, ‘Special force.’”

I checked this later. Apparently, it makes more sense in Romance languages.

Colleague: “Are you taken?”

She has a boyfriend back home.

Me: *Without missing a beat* “That means, ‘Do you have a boyfriend?’”

Colleague: “No… Have you taken it? The food?”

I look at the picnic she made; I am eating a sandwich.

Me: “Oh! Do you mean ‘finish’?”

Colleague: “Yes, finish.”

Me: “Oh, no. I haven’t finished. You can say, ‘Have you finished eating?’”

Colleague: “Have you finished eating?”

That is the only time a woman accidentally propositioned me.

On another occasion:

Colleague: “Put out your headphone.”

Me: “Pardon?”

Colleague: “Put out your headphone!”

I wear bone-conduction earphones. I can still hear fine with them in my ears, but sometimes people aren’t comfortable because they think I am listening to music.

Me: “Yes, these are headphones?”

Colleague: “I think you listen music. Put them out!”

Me: “Oh! Like this?”

I take off my headphones.

Colleague: “Yes!”

Me: “Say this with me: ‘Take off your headphones.’”

Colleague: “Take off your headphone.”

Me: “Who taught you this?”

Colleague: “Me. You say, ‘Put on T-shirt.’ ‘Put out’ is the opposite. I am wrong?”

Me: “Hmm… Put on, put out… That’s difficult to argue with, but we actually say, ‘Take off your headphones.’”

Colleague: “English is stupid.”

Me: “Very.”

On another occasion:

Colleague: “What if you take a belly?”

In the name of all that is holy and unholy, what could this mean?

Me: “Huh?”

Colleague: “But what if you take a belly?!”

When [Colleague] misuses the verb “take,” it is usually unambiguous, like “Take a coffee.” This one sounds like it is dangerous or urgent.

Me: “I… What are you talking about?”

I consider the conversation so far. [Colleague] likes surfing. She wants to teach me how to surf, which involves a wetsuit.

Colleague: “You don’t have belly, but maybe you take one.”

Me: “A belly? What… Why is belly important?”

Colleague: “Because of the wetsuit. You do not buy a wetsuit. Because you have no belly now, but the future? Instead, hire!”

Me: “Oh! You mean I should hire a wetsuit instead of buying, because if I put on weight then a wetsuit I have bought might not fit me. Instead of ‘take a belly,’ we say, ‘Put on weight.’”

Colleague: “Put on weight! Like put on clothes!”

Me: “Yes!”

Colleague: “And don’t ‘put out weight’ like clothes, you ‘take off weight’!”

Me: “No, we ‘lose weight’.”

Colleague: “Confused!”

Me: “It isn’t my language; I only speak it.”

[Colleague]’s English has improved tremendously, thanks to some very hard work!


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We’ll Update The Acronym ASAP

, , , , , | Working | February 2, 2021

My employer, as many do, allows employees to self-identify based on race, gender, disability, sexual orientation, etc. I would consider myself asexual, but I have no interest in being shoehorned into anyone’s diversity box, so I have left my employee profile on its default settings. 

While doing the annual check of my profile to be sure that my emergency contact info is up to date, I notice something amusing. The choices in the sexual orientation category on our profiles are: “Yes, I am part of a minority group and this is what it is,” “Yes, I am part of a minority group but I don’t want to name it or you don’t have it defined,” or, “No, I am not part of a minority group.”

Since I have not altered the setting, this line on my profile reads, “Sexual orientation: No.”

I’m now considering the possibilities of defining myself as a nothankyousexual.

Just Discarding The Outliers, Don’t Mind Me

, , , , , | Working | February 2, 2021

My first supervisory job was over a team of ten people providing technical support for a large business unit of my corporation. My direct boss was a five-hour drive away so I had a lot of authority and independence.

One of my reports was a man who had actually helped train me when I joined the company, and I thought we had a good working relationship. Within six months, I supported a decision to move him to a salaried position with a 10% raise to make up for no overtime. So far, so good.

But about a year into the job, I began to notice problems. [Employee] began pushing his starting and ending hours; although I had been quite easygoing with everyone, he was taking advantage. One of his extra jobs was to correlate and submit time data for the group, and after I stopped checking his work, he stopped doing it, so I had to waste time to ensure it was done. There were lots of other little incidents, none of which were big enough for severe disciplinary action, but the total was wearing me down. 

When confronted, [Employee] acted innocent and promised to do better but never changed his passive-aggressive ways. I’m not a psychologist, but it seemed to me that he’d deliberately push my buttons and then use my response to justify more bad behavior. With four months left before I was moved back to the main office, I decided to let him be someone else’s problem; everyone else in the group was happy with me, as were our clients.

Then, our company announced a 360-degree feedback program wherein employees would anonymously evaluate their bosses. I knew my rating from [Employee] would be terrible, so I took preemptive action.

The forms were in a booklet and were given out along with a large manilla envelope to seal them for anonymity upon their return to me. When I gave [Employee] his packet, somehow his envelope had acquired a minuscule pencil mark along a fold in the back.

I’m not proud of the fact that I identified and opened [Employee]’s form. He had lived down to my expectations, absolutely trashing me. On a scale of zero to ten, ten being good, the highest rating he’d given me was a two. I decided his bias was unrealistic so I consigned it to the trash and sent in the nine other completed forms.

My results were better than I’d hoped. My average score in all categories was over eight and my lowest rating from the other nine employees was a seven. Part of the process was to present my results to the team for feedback on what I could do to improve. In a group session, I went over my weak points, promised to work on them, and thanked everyone for taking the time to do it. I could see that [Employee] was upset as he looked at the summary showing lowest scores much higher than anything he’d given me, but there was nothing he could do about it. To be sure he got the message, I made a comment near the end that there were only nine forms reported, so one had to have been “lost,” looking at [Employee] briefly as I said it.

I never did find out why [Employee] was so hostile, but he left the company about a year later.

Returner Burner: Outside Attack

, , , , , , | Right | February 2, 2021

I work IT for a big retail company, but we’re internal support only. We don’t support customers at all. One night, I get a call from a woman. Based on what she’s saying, it sounds like the register isn’t allowing her to process the return.

Me: “Okay, before I can look into that, I need your employee number.”

The caller then EXPLODES at me.

Caller: *Yelling* “Why do I have to give you my employee number? I don’t have an employee number! Do you have an employee number?”

I’m confused, since I still think she works here.

Me: “Um, yes, I do.”

Caller: “Oh, now you’re going to get sassy with me? Why do you have an employee number?”

Me: “Because I work for [Company]?”

Caller: *Seems to get even madder* “Don’t you take that tone with me! You know what you need to do? You need to stop talking, sit down, open your ears, and pretend you’re happily employed, and you need to help me, now!”

Me: “I’m going to have to put you on hold for a moment.”

Caller: “Don’t you put me on hold! You need to help me, right now!”

I put the phone on hold in the middle of her speech and turned to a coworker for help. He told me to call our on-call manager and conference them in/transfer the call. Before I could reach out, she ended the call. I immediately sent a message to my manager explaining what had happened. I also looked through my call logs and found that the call seemed to have come from our customer care team.

A couple of days later, my manager pulled me aside and told me what was going on. Apparently, that woman was a serial returner; she always has issues with something. She’d apparently purchased something on an account that was tied to her daughter’s name, and because of this, there were issues.

She’d apparently started dialing random numbers and had eventually gotten to an admin for the CEO.

Luckily, no one thought it was my fault, even though she was doing her best to blame everything on me, although I think that was just because mine was the only name she remembered.

I did have to go over the story with him just because he wasn’t able to get it out of her. Then, our customer care manager came over and thanked me for handling it in any way, and then explained that the gal who’d transferred it was new and had thought, like I had, that she was a salesperson having issues with the register itself.

Related:
Returner Burner: The Store Card Scandal
A Different Kind Of Returner Burner
Returner Burner, Part 8
Returner Burner: International Edition
Returner Burner: On Location