'I quit. Karen reported me to HR for it': Sales ops director leaves after HR sides with lazy Karen, now Karen is furious that she has to work

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  • 01
    "[Karen] was going to report me to HR for a company I NO LONGER WORKED FOR"
  • 02
    I quit. Karen reported me to HR for it. I was the director of sales ops for a 40M/year software company. Karen was on my team - we processed purchase orders. Karen had a small vehicle accident that put her in a neck brace. She also needed once- weekly physical therapy appointments and had some restrictions on duties, all of which I accommodated - no issue.
  • 03
    Despite meeting her needs, Karen decided coming in to work was optional. HR noticed that she was repeatedly absent from work for 3- 4 days at a time, multiple weeks in a row. They did not give me details,
  • 04
    but told me documentation from her doctor did not justify all of these absences. To make matters worse, Karen would never give notice that she was going to be out (and sometimes would just no- show without ever calling), nor indicate how long she would be out.
  • 05
    HR eventually told Karen she needed to either attend work more regularly, or get a doctor to sign off on short-term di . This worked for me. I would rather Karen take extended time off (so I could get a temp to take her responsibilities) than be absent frequently with no warning.
  • 06
    Karen's original doctor would not document a need for d☐ SO she found a doctor who would. She bragged to the team that she found a doc that would sign off on anything. So Karen went on and I was able to get a temp to cover her until she returned. Even though coworkers (who kept in contact) told me Karen was going to clubs and dancing and such, I didn't care - that was between her and HR. For now, at least, the work was getting done.
  • 07
    The time period of Karen's short- term di eventually expired. At this point, she either had to come back to work, or go on long- so I could replace term d her permanently. Karen's "sign anything" doctor would not give her documentation for long-term so Karen grudgingly d came back to work. She quickly went back to being absent all of the time. She also refused to do even the basic duties of her job. I went to HR and told them things were not working out and that I wanted to replace her. They wer
  • 08
    HR brought Karen in for "the talk", but Karen flipped out and said she would sue. Suddenly, HR was NOT onboard. Didn't matter that Karen really had no legal standing - just the threat of a lawsuit made HR decide it was more important to make Karen happy than to let me have a functional ops department.
  • 09
    In one instance, I asked Karen to do purchase order review and she complained to HR about me bossing her around. (I'm her boss?!) HR told me that I could no longer give assignments or work duties to Karen (). When I said that was fine, as long as they let me hire someone else to do Karen's job, they refused to give me a req for a new employee.
  • 10
    This went on for months and Karen quickly learned she could complain to HR about *anything* and get her way. You would not believe the "accommodations" she was given. Meanwhile, she made no effort to hide that she was not really injured anymore, was barely coming to work, but was still getting paid. She even encouraged other team members to take advantage of this "loophole" she had found.
  • 11
    her Then one day during month-end crunch, Karen had not come in or called, so I called and asked her if she planned to work that day. It was a simple question carefully crafted to be neutral in tone. She told HR that I had "ha with my phone call. I got written up. So, I immediately put in my 2 week notice. Not going to deal with MY career being ☐ by a woman who had "worked" maybe 6 days in a month, especially when I gave 60- 70 hours a week to the company.
  • 12
    With me suddenly gone, the sales ops fell apart. Purchase orders were not going through. To address this emergency, a company Sr. VP took over Sales Ops until my replacement could be found. HR was certainly not going to tell this guy he could not give Karen duties, so Karen actually had to work!
  • 13
    About a month after I quit, Karen got my home number and called me, furious that she now had to actually work. She told me she was going to report me to HR - for a company I NO LONGER WORKED FOR. And sure enough, she did exactly that. I kept in touch with members of my old team and they told me she was laughed out of the HR office. But here's where it gets absurd: Karen called me again, cursing, screaming and threatening me, and demanded I give her the contact information for HR at MY NEW COMPAN
  • 14
    Last I heard, Karen was finally fired, got zero unemployment benefits and ended up moving her and her kids in with her mom.
  • 15
    Mountain-Sell-8414. The HR Director should have also been fired for cause. Absolutely ridiculous 3.2k Share ...
  • 16
    Windk86. she is so dumb, she could have had it easy by just doing the minimum instead she decides to do even less than minimum. 586 Share
  • 17
    RawbeardX . what kind of weird HR was this? 296 Share
  • 18
    Goldilocks1454. OP should have sued HR 177 Share
  • 19
    Snoo6435. Sounds like Karen may have developed an opioid problem during recovery. Her behavior is telling, and HR should have put her in touch with recovery resources rather than enabling Karen.

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