|
May I talk in a human language?
What Mr. Jiang and Mr. Zhang need is the knowledge and skills to handle their complaint with Sears?
A complainant will require: 1. anger and 2. skills.
Anger is necessary; otherwise, nobody will file a complaint. Be careful with Sears. They promised to do an investigation, which is to buy time for your anger to subside. When the manager returns in a week or two, you are no longer angry. They offer a verbal apology, which means nothing. I apology to my clients everyday - part of my job, regardless who is right and who is wrong.
Skills are important. A complaint is valid if:
1. against their company's policies and procedures. Find someone in Sears to photocopy you their termination policy and study it inside out.
2. against the law. Consult a lawyer if necessary. Or, talk to someone with mainstream management experience, preferably an HR professional.
3. against the normal practice. If the termination is not against the law and Sears doesn't have a clearly articulated policy, find out how they terminate their staff. Find out if on the spot termination ever happens. If it never happens, you have a case that your termination deviates from their normal practice.
Be a wolf. You need the knowledge, the skills and the right opportunity to fight for your justice, if so desired.
The decision is yours. I just toss in my two cents from the management perspective. |
|