[YVEYANT]

If she does go the route of leaving she should be upfront with her upcoming interviewers in regards to what has happened at the previous job as they are not likely to give her a positive recommendation. Suprisingly, many companies take a positive view towards this as they will appreciate her honesty and judge her based soley on her interview, job related knowledge & how she presents herself before them.

[Bjorn]

All good advice above, but first...in the meantime "document, document, document"....if possible record the boss during conversation ,by means of tape recorder or cell phone...call your own home phone or such w recorder...

documenting will be very helpful....esp to an attorney or similar...or HR dept...

[ChupaCabras]

Originally Posted by YVEYANT

If she does go the route of leaving she should be upfront with her upcoming interviewers in regards to what has happened at the previous job as they are not likely to give her a positive recommendation. Suprisingly, many companies take a positive view towards this as they will appreciate her honesty and judge her based soley on her interview, job related knowledge & how she presents herself before them.

rethink this... as this may be construed as a problematic/malcontent associate blaming management for their poor performance/inabilities to be a team member; hence the hunt for a new job.

other hints:

most companies are authorized to release hire date/release date and type of job performed when called for job verification, as they may be sued for slander, find out your companies specific policy.

keep a well kept log of events as they transpire, use experience to keep all "t's" crossed and "I's" dotted..your wife needs to be exceptional for a while until they move to a new target or the boss gets fired/transferred. utilize any resources to create a positive "buzz" around performance.

if she gets a "improvement plan/write up " make sure expectations are clearly spelled out along with measurable metrics that are realistic within a reasonable time, meet often to discuss performance and log it...in this case silence is not golden as they may be allowing "enough rope to hang oneself"

since she already met one on one, when doing a follow ups.. ask to for a neutral third party in there (Human Resources at least). Do
not get confrontational/angry or negative; use email as a follow up to recap discussion, specifically; perceived deficiencies discussed and how it was 'suggested' how to correct them. include any resources that you'll need to achieve this. 'cc' all parties involved. 'force' e-mail confirmation of this. prevent a "moving" target. know where you rank in regards to individual unit/district/nation performance.

toot horn whenever performance exceeds goals by emailing a copy to the boss and her boss.


good luck!!

[salem1912]

Should have a party (blanket) for him outside the door.