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Post by ratcliff on Apr 7, 2024 15:32:23 GMT
Thank you - you confirm that you cannot multitask ,show no initiative, work only according to written instructions and resource guard . Do you work in the public sector? I typically work on 3 or 4 bids at once. I never said that I only work to written instructions. Never said I resource guarded either. I ask again, who would benefit from me taking on work that I don't have the capacity to deliver on time to the required standard? You have stated precisely that in your earlier post
I've requested at work, to have any tasks assigned to me confirmed in an email or teams message and to have an assigned desk.Someone (line manager/supervisor or a n other?) has to waste their time giving you specific written instructions to back up work needs you've already been told to do. |
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Post by ratcliff on Apr 7, 2024 15:58:12 GMT
No , the sole point is that the normal school kids were subjected to violence from an over protected mini thug who was afforded every excuse in the book instead of being severely disciplined and made to behave or expelled and removed from mainstream society if he did not conform within a month (maximum) . Do you currently have kids in school? Trust me it's not just neurodivergent kids that get away with violence. Are those normal , not on the spectrum kids who assault others also afforded the benefit of a personal teaching assistant , the excuses of ''triggered'', ''overwhelmed'' , others being told to ''be kind'' and a chill out room to retire to ? |
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Post by Baron von Lotsov on Apr 7, 2024 16:12:10 GMT
Do you currently have kids in school? Trust me it's not just neurodivergent kids that get away with violence. Are those normal , not on the spectrum kids who assault others also afforded the benefit of a personal teaching assistant , the excuses of ''triggered'', ''overwhelmed'' , others being told to ''be kind'' and a chill out room to retire to ? It's a specific problem for autistic people so the authorities are right to understand this point. The wrong thing to do is to treat everyone the same. Autistic people get stressed out far more easily. It's just the nature of the brain and they can not do anything about it, as per an involuntary response. This point goes to show why schools actually need experts in this kind of thing. The average teacher can not be expected to have a degree in psychology. |
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Post by happyhornet on Apr 7, 2024 16:36:00 GMT
I typically work on 3 or 4 bids at once. I never said that I only work to written instructions. Never said I resource guarded either. I ask again, who would benefit from me taking on work that I don't have the capacity to deliver on time to the required standard? You have stated precisely that in your earlier post
I've requested at work, to have any tasks assigned to me confirmed in an email or teams message and to have an assigned desk.Someone (line manager/supervisor or a n other?) has to waste their time giving you specific written instructions to back up work needs you've already been told to do. Yes, I request confirmation in writing, I didn't say that I only work to written instructions. How long does it normally take you to write a one or two sentence email? Would you rather I wasn't working at all and claiming unemployment benefit? |
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Post by happyhornet on Apr 7, 2024 16:36:56 GMT
Do you currently have kids in school? Trust me it's not just neurodivergent kids that get away with violence. Are those normal , not on the spectrum kids who assault others also afforded the benefit of a personal teaching assistant , the excuses of ''triggered'', ''overwhelmed'' , others being told to ''be kind'' and a chill out room to retire to ? Pretty much yes. |
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Post by ratcliff on Apr 7, 2024 18:10:45 GMT
You have stated precisely that in your earlier post
I've requested at work, to have any tasks assigned to me confirmed in an email or teams message and to have an assigned desk.Someone (line manager/supervisor or a n other?) has to waste their time giving you specific written instructions to back up work needs you've already been told to do. Yes, I request confirmation in writing, I didn't say that I only work to written instructions. How long does it normally take you to write a one or two sentence email? Would you rather I wasn't working at all and claiming unemployment benefit? I'd rather employ someone with initiative who can listen and act on tasks first time of being told without requiring me or others to waste their time with having to send written confirmation of any work requests to an employee who is 'special ' . |
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Post by ratcliff on Apr 7, 2024 18:17:40 GMT
Are those normal , not on the spectrum kids who assault others also afforded the benefit of a personal teaching assistant , the excuses of ''triggered'', ''overwhelmed'' , others being told to ''be kind'' and a chill out room to retire to ? Pretty much yes. Normal, non spectrum kids each have their own personal teaching assistant if they thump someone because they are 'overwhelmed' ? Really? Must be complete chaos in the classroom for the poor teacher with all these 'extra' personal teaching assistants for ''overwhelmed'' , 'triggered' violent both on and off the autistic spectrum pupils Hardly surprising that teachers leave and normal kids are left to learn as best they can |
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Post by happyhornet on Apr 7, 2024 19:08:50 GMT
Yes, I request confirmation in writing, I didn't say that I only work to written instructions. How long does it normally take you to write a one or two sentence email? Would you rather I wasn't working at all and claiming unemployment benefit? I'd rather employ someone with initiative who can listen and act on tasks first time of being told without requiring me or others to waste their time with having to send written confirmation of any work requests to an employee who is 'special ' . Well lucky for me it's not you who employs me. My employers, past and present are very pleased with me and my work, I've had a very successful career. Question is why this seems to irk you so much? |
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Post by ratcliff on Apr 7, 2024 19:30:04 GMT
I'd rather employ someone with initiative who can listen and act on tasks first time of being told without requiring me or others to waste their time with having to send written confirmation of any work requests to an employee who is 'special ' . Well lucky for me it's not you who employs me. My employers, past and present are very pleased with me and my work, I've had a very successful career. Question is why this seems to irk you so much? Simple , if a decision is made to offer someone a job after interview who subsequently demands what you call the ''reasonable minor adjustment'' to cater for their protected characteristic autistic bandwagon jumping victimhood making them unsackable (yes I know that you have a diagnosis ) whereby staff have to waste their time giving written confirmation of every task assigned to said ''special' employee who is incapable of listening and acting when told of work , lacks initiative and needs a particular desk. Said 'special' employee is a PITA and probably best suited to a repetitive public sector job rather than a productive private sector employment |
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Post by Baron von Lotsov on Apr 7, 2024 19:44:19 GMT
Well lucky for me it's not you who employs me. My employers, past and present are very pleased with me and my work, I've had a very successful career. Question is why this seems to irk you so much? Simple , if a decision is made to offer someone a job after interview who subsequently demands what you call the ''reasonable minor adjustment'' to cater for their protected characteristic autistic bandwagon jumping victimhood making them unsackable (yes I know that you have a diagnosis ) whereby staff have to waste their time giving written confirmation of every task assigned to said ''special' employee who is incapable of listening and acting when told of work , lacks initiative and needs a particular desk. Said 'special' employee is a PITA and probably best suited to a repetitive public sector job rather than a productive private sector employment The sensible approach is to understand each person you employ and then find then the jobs they are best at. A little two-way communication goes a long way in preventing trouble down the line. Sometimes employees suggest better ways of doing the job than the manager had in mind. You don't want to take the arsehole approach and thing the workers are your personal slaves and should do anything they are told any way some not so bright employer thinks it should be done. I tend to give the workers some slack, but keep a note of deliberate pisstaking and would aim to get rid of them if they were the type you had to constantly keep checking their work. You want each man with his own patch of responsibility and he can perfect that bit of the operation. |
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Post by happyhornet on Apr 7, 2024 19:45:50 GMT
Well lucky for me it's not you who employs me. My employers, past and present are very pleased with me and my work, I've had a very successful career. Question is why this seems to irk you so much? Simple , if a decision is made to offer someone a job after interview who subsequently demands what you call the ''reasonable minor adjustment'' to cater for their protected characteristic autistic bandwagon jumping victimhood making them unsackable (yes I know that you have a diagnosis ) whereby staff have to waste their time giving written confirmation of every task assigned to said ''special' employee who is incapable of listening and acting when told of work , lacks initiative and needs a particular desk. Said 'special' employee is a PITA and probably best suited to a repetitive public sector job rather than a productive private sector employment I got my job on merit from my successful track record and proven capability. My employer knew of my diagnosis before offering me the job. I'm not unsackable, I have the same terms and conditions as everyone else. I'm not "incapable of listening and acting when told of work". If a better qualified neurotypical person had applied for the job they'd have gotten it. But they didn't. I'm happy, my employer is happy. How is it any of your damn business? |
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Post by happyhornet on Apr 7, 2024 19:49:48 GMT
Simple , if a decision is made to offer someone a job after interview who subsequently demands what you call the ''reasonable minor adjustment'' to cater for their protected characteristic autistic bandwagon jumping victimhood making them unsackable (yes I know that you have a diagnosis ) whereby staff have to waste their time giving written confirmation of every task assigned to said ''special' employee who is incapable of listening and acting when told of work , lacks initiative and needs a particular desk. Said 'special' employee is a PITA and probably best suited to a repetitive public sector job rather than a productive private sector employment The sensible approach is to understand each person you employ and then find then the jobs they are best at. A little two-way communication goes a long way in preventing trouble down the line. Sometimes employees suggest better ways of doing the job than the manager had in mind. You don't want to take the arsehole approach and thing the workers are your personal slaves and should do anything they are told any way some not so bright employer thinks it should be done. I tend to give the workers some slack, but keep a note of deliberate pisstaking and would aim to get rid of them if they were the type you had to constantly keep checking their work. You want each man with his own patch of responsibility and he can perfect that bit of the operation. Employers make allowances for individual employees, my boss is neurotypical but has anxiety so we all make sure that when we book a meeting she is given an agenda beforehand and knows exactly what to expect. A former colleague had a child that required 24 hour care so was allowed to WFH from most days pre pandemic when the rest of us weren't. It's between the employer and employee, if they're both happy then it's nobody else's business. |
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Post by ratcliff on Apr 7, 2024 20:10:12 GMT
Simple , if a decision is made to offer someone a job after interview who subsequently demands what you call the ''reasonable minor adjustment'' to cater for their protected characteristic autistic bandwagon jumping victimhood making them unsackable (yes I know that you have a diagnosis ) whereby staff have to waste their time giving written confirmation of every task assigned to said ''special' employee who is incapable of listening and acting when told of work , lacks initiative and needs a particular desk. Said 'special' employee is a PITA and probably best suited to a repetitive public sector job rather than a productive private sector employment The sensible approach is to understand each person you employ and then find then the jobs they are best at. A little two-way communication goes a long way in preventing trouble down the line. Sometimes employees suggest better ways of doing the job than the manager had in mind. You don't want to take the arsehole approach and thing the workers are your personal slaves and should do anything they are told any way some not so bright employer thinks it should be done. I tend to give the workers some slack, but keep a note of deliberate pisstaking and would aim to get rid of them if they were the type you had to constantly keep checking their work. You want each man with his own patch of responsibility and he can perfect that bit of the operation. I employ people to do a job I've advertised - I would not employ someone and then find them a job to do. An employee who subsequently demands that each verbal instruction (which other employees follow without issues) is confirmed in writing by wasting the time of a n other is a total PITA and if they have jumped on the bandwagon is , unfortunately , as good as unsackable. |
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Post by ratcliff on Apr 7, 2024 20:11:59 GMT
Simple , if a decision is made to offer someone a job after interview who subsequently demands what you call the ''reasonable minor adjustment'' to cater for their protected characteristic autistic bandwagon jumping victimhood making them unsackable (yes I know that you have a diagnosis ) whereby staff have to waste their time giving written confirmation of every task assigned to said ''special' employee who is incapable of listening and acting when told of work , lacks initiative and needs a particular desk. Said 'special' employee is a PITA and probably best suited to a repetitive public sector job rather than a productive private sector employment I got my job on merit from my successful track record and proven capability. My employer knew of my diagnosis before offering me the job. I'm not unsackable, I have the same terms and conditions as everyone else. I'm not "incapable of listening and acting when told of work". If a better qualified neurotypical person had applied for the job they'd have gotten it. But they didn't. I'm happy, my employer is happy. How is it any of your damn business? You asked me a question , I answered it You didn't like my answer , your problem |
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Post by ratcliff on Apr 7, 2024 20:14:41 GMT
The sensible approach is to understand each person you employ and then find then the jobs they are best at. A little two-way communication goes a long way in preventing trouble down the line. Sometimes employees suggest better ways of doing the job than the manager had in mind. You don't want to take the arsehole approach and thing the workers are your personal slaves and should do anything they are told any way some not so bright employer thinks it should be done. I tend to give the workers some slack, but keep a note of deliberate pisstaking and would aim to get rid of them if they were the type you had to constantly keep checking their work. You want each man with his own patch of responsibility and he can perfect that bit of the operation. Employers make allowances for individual employees, my boss is neurotypical but has anxiety so we all make sure that when we book a meeting she is given an agenda beforehand and knows exactly what to expect. A former colleague had a child that required 24 hour care so was allowed to WFH from most days pre pandemic when the rest of us weren't. It's between the employer and employee, if they're both happy then it's nobody else's business. Watercooler chats at your place of work must be riveting |
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