CAREER COACH
GO TO GREG
I went on a business trip and then took a mini vacation after the trip, before flying home. I expensed my flight back, and my employer declined the expense because I came home from vacation, not business. Is this right?
Did your employer plan to leave you stranded wherever they sent you on your trip? They have an obligation to bring you home, even if you decide to take a detour after the business trip for a little personal excursion — the obligation is still your employer’s to get you back home. However, they are not obligated to pay more to bring you back, either because you’re coming from a different destination or on a different day, making their cost more to fly you home from your business trip. If your return flight from your mini vacay is more, then you should pay the airfare difference. Additionally, any expenses you incur after the business purpose of your travel, whether meals, hotel or anything, are fully yours.
I’ve been passed over for a promotion by several females and was told that’s just the way it is; that we have to promote women, as well as racially diverse people. So, white men are becoming extinct in the workplace. Does that sound like a lawsuit to you? These are the horrible questions you have to ask in these horrific times.
Diversity and inclusion initiatives are taking a hit right now in the media. Unfortunately, the intent of these programs is getting lost in the rancor and divisiveness in our culture. It’s hard to deny the benefits of having a diverse workforce — meaning every dimension of diversity, including thought and perspective, not just gender and race. However, when not incorporated or communicated equitably, it can leave many feeling excluded and angry. The law protects everyone from discrimination, even employees who have historically been entrenched in the majority, such as white men. They are also entitled to protection under any laws that were intended to assure equal treatment for women and racial minorities. Whether or not you have a lawsuit based on your particular circumstance is a question for a lawyer.
Gregory Giangrande has over 25 years of experience as a chief human resources executive. Hear Greg Wed. at 9:35 a.m. on iHeartRadio 710 WOR with Len Berman and Michael Riedel. Email: GoToGreg@NYPost.com. Follow: GoToGreg.com and on Twitter: @GregGiangrande