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I was hired as a temporary employee of a toy manufacturing company, and the department I was assigned to was going through some rough changes. Their director had recently quit and the new director, from a similar company that had just recently filed bankruptcy, took her place. She said she had about 20 years in the imports business and knew it like the back of her hand. Naturally, her new employees were relieved and hoped that business would continue as usual. Months passed and I learned a lot about the imports aspect of our company. In those months, my co-workers and I noticed that our boss was not doing much work. We were used to a hands-on director who was not afraid to pull back her sleeves and dive into the deepest piles of papers. Soon, work that we thought our new director was supposed to handle started piling up. We also gained a huge customer whose orders were the task equal to the amount of work we had already. She also put me, the temporary employee, in charge of the new customer. Because huge amounts of work were getting cranked out of our department, we worked ten-hour shifts and Saturdays to get it all done. Then my coworkers started complaining. “All she does is watch YouTube videos all day,” one said. “She’s always talking on her cell phone,” another co-worker said. Another temp was hired to help us out so that we wouldn’t have to work on Saturdays. I was finally hired as a permanent employee. I was elated for about two months to have a job that I could call “home” and co-workers that I could get to know. However, alas, the company started laying off employees. They began to fire most of the temporary employees; then, they fired 11 regular employees. In all, we lost both of our temps and a regular employee in our department. I can’t help but feel that it was our director’s fault that we had to lose these employees.
1. The reason I was hired was my director’s strong push to keep me. Should I let her continue to neglect her responsibilities just because I owe her some kind of thanks? Should my loyalty be with my company in general or to the person that hired me?
2. Even after one of my co-workers spoke to our director about her wasteful spending, she continued to do so. Should my co-worker have gone above her to let her boss know what was going on?
3. As an employee, do I have any rights in this situation? If so, what would they be?
4. What would you have done in this situation? Why?
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