Ok, so, Caveat - 2020 sucks and the 🐭 really HAS been hard-hit financially while trying to keep everyone alive and working at the same time. The following is mostly rumors, but mostly reliable ones?
The skuttlebutt is that sometime in the near future (Monday?) all of us :female-police-officer: :female-teacher: will be told to report to a location at the start of our shift to work there for our 8 hours. In other words, back to guest screening or whatever else they need done. Until they need us to :female-teacher: again, which could be 2022.
This happens as my direct manager is being moved organizationally to Operations vs. :female-police-officer: ; that's a relatively seismic shift of the chain of command. It becomes a matter of another color of money, business-wise, and that can have big impacts. :female-police-officer: and Ops leadership are currently doing "Mommy and Daddy Fighting in Front of the Children."
And, no word on if our functional reassignment will impact our start and end times which impacts child care and so on.
And, no confirmation or official word on anything other than several Union reps saying "Take care of yourselves; watch out for you, do what you need to."
This all converges on the start of a 'bid' wherein the 🐭 :female-police-officer: release a list of what posts and positions are coming available in an A, B, and C sequential release. You can request whatever you want that's listed, and Seniority rules. If you don't get what you want on the first, or A, bid, you can bid the B list, and so on. If you don't want to bid, you keep what you have. Each bid takes a week.... BUT.... I have seen an entire bid sequence go all the way to C.... and then get retracted and reset. So that's 3-4 weeks of bidding and planning shot to hell.
Let's just say, not too far in the weeds, the bid adds an element of urgency to the situation.
And, :female-police-officer: managers are rumored to start getting 'reassigned' after 🎄
And, I'm behind on Christmas prep at home.
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