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<blockquote data-quote="TheSword" data-source="post: 8433806" data-attributes="member: 6879661"><p>I’m not sure you’re reading my posts as you seem to refer to my comments about Paizo as if they relate to WOC. If we were seeing the stuff attributed to Paizo also attributed to WOC then I would be calling them out.</p><p></p><p>Directly discriminatory decisions (different contracts for instance) is on a whole different level to a person feeling like they aren’t given enough work. I don’t even know what ‘othered’ means in a work context without some specific grievances. I certainly don’t believe that on its own qualifies as abuse.</p><p></p><p>How senior management behaves (Vic Wertz screaming at employees, or employees being told that putting up with harassment is par for the course) is not the same as a third party volunteer misbehaving (one of thousands who is then banned from that position).</p><p></p><p>Refusing to maintain a healthy work environment by not cleaning the office for years when employees have Asthma is not on the same level as having a strict social media policy. I work for a lovely company that treats its employees very well. I would be sacked if I openly called that company out or criticized them on social media … period! If I raised a safety concern at work and it wasn’t address, the manager would be sacked. it just isn’t the done thing in professional business.</p><p></p><p>Incidentally most social media violations are reported by other staff or customers. Managers don’t spend their spare time trawling through social media posts looking for transgressions.</p><p></p><p>I seriously doubt the issues that have given rise to UPW will arise at WOC. Not because the employees don’t know, but that the bar just hasn’t risen that high yet.</p></blockquote><p></p>
[QUOTE="TheSword, post: 8433806, member: 6879661"] I’m not sure you’re reading my posts as you seem to refer to my comments about Paizo as if they relate to WOC. If we were seeing the stuff attributed to Paizo also attributed to WOC then I would be calling them out. Directly discriminatory decisions (different contracts for instance) is on a whole different level to a person feeling like they aren’t given enough work. I don’t even know what ‘othered’ means in a work context without some specific grievances. I certainly don’t believe that on its own qualifies as abuse. How senior management behaves (Vic Wertz screaming at employees, or employees being told that putting up with harassment is par for the course) is not the same as a third party volunteer misbehaving (one of thousands who is then banned from that position). Refusing to maintain a healthy work environment by not cleaning the office for years when employees have Asthma is not on the same level as having a strict social media policy. I work for a lovely company that treats its employees very well. I would be sacked if I openly called that company out or criticized them on social media … period! If I raised a safety concern at work and it wasn’t address, the manager would be sacked. it just isn’t the done thing in professional business. Incidentally most social media violations are reported by other staff or customers. Managers don’t spend their spare time trawling through social media posts looking for transgressions. I seriously doubt the issues that have given rise to UPW will arise at WOC. Not because the employees don’t know, but that the bar just hasn’t risen that high yet. [/QUOTE]
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