Skip to main content

“our holiday party excludes people with mobility issues, turning down training requests, and more” plus 5 more Ask a Manager

“our holiday party excludes people with mobility issues, turning down training requests, and more” plus 5 more Ask a Manager


our holiday party excludes people with mobility issues, turning down training requests, and more

Posted: 10 Dec 2018 09:03 PM PST

It's five answers to five questions. Here we go…

1. Our holiday party excludes people with mobility issues

Recently, our small company grew large enough to require an actual HR department and a person was hired. Said person has taken over leading/supervising work related social committees — holiday parties, summer potlucks, that sort of thing. Usually she gathers some staff to help out, but generally she and the EA do most of three organization.

In the past year, we have had two major off-site work events that I could not attend because they forgot to check if the venue and/or arranged transportation was accessible. I am not wheelchair-bound, but have mobility restrictions that require me to use two canes permanently. Both times, I chalked it up to both of them being new and being distracted by the food-restricted people. (We have multiple vegan, vegetarian, celiac, and life-threatening allergies so meal planning is a challenge.)

Well, the annual holiday party is upon us and we're going bowling. Great! We all like bowling. We've gone before as a group and had a blast. Except that decided they didn't want to book where we usually go, they wanted to go somewhere a little flashier. (Our usual place is, admittedly, a dive. The food is great, the place is clean, but a dive). The new place does not have a ramp or an elevator, nor does it offer any kind of adaptive bowling equipment. I am welcome to bring my own, if I have it. I do not. I bowl once a year with the work crew. It should be noted that I got this info directly from the bowling alley myself. I asked the EA when the holiday party email went out what the accessibility was like and she said she'd call, but didn't.

How do I respectively decline to go to this event without sounding hurt (which I am)? "I'm not coming because you forgot to check if I could participate again" sounds petty. And how do I broach HR about this continued exclusion when it's HR doing the excluding?

"We've had three major off-site events this year that I couldn't attend because they're weren't accessible to me. Starting in the new year, could we make a point of ensuring that venues and transportation will be accessible?" And then if they say "oh yes, of course," then you say, "Is there anything different that could be put in place to ensure that? I ask because for the holiday party, I inquired about accessibility and was told Jane would check into it, but then I never heard anything back, and when I called on my own, found out it wasn't. I'm hoping there can be some official change made to whatever procedures are used for booking venues and transportation to ensure it doesn't fall off the radar in the future."

This is eminently reasonable to ask for. And I know you're worried about taking HR to task, but really, this is a pretty serious oversight on their part, and any halfway decent HR team would want to know this was happening so they could fix it. Look at it this way: You'll be doing them a favor by putting this squarely on their radar, because it's something they should really, really want to fix.

If this doesn't solve it, then pull in your manager. But hopefully this will do it.

2. Should I ask for a gift since I can't attend the office holiday party?

We relocated to an area and I sought out an insurance office that was next to our temporary housing and started working there — mostly remote but I occasionally would go into the office. Last year we relocated again and now we are five hours away. I have worked for my boss now almost four years, but was only able to attend his dinner one time in the past. I spoke with him yesterday and he mentioned that they are planning the dinner in January and within the week I should let him know if we will be in the area.

My dilemma is that when I cannot attend, I don’t receive anything in lieu of not attending the dinner. I feel for my hard work and dedication, it would be nice if I get a little something — maybe a gift card for local restaurant? I mean, if we were to travel, we would spend, time, gas, hotel, etc. — obviously that just doesn’t make sense.

Your thoughts whether it is rude/wrong of me to simply tell him I cannot attend and then somehow suggest a restaurant gift card instead?! If okay, not sure how to word it either?!

It's fine to tell him that you can't attend; he probably assumes that's likely going to be the case since you're five hours away. But you should not suggest that he give you a gift instead. This isn't a situation where everyone else is getting a gift and you're not. This is a situation where others are attending a workplace event that you're not attending because you're remote. A gift isn't an equivalent substitute. It's true that it would be a nice gesture for him to send you a gift in lieu of being able to wish you happy holidays in person, but it's not in any way obligatory or even something you should expect — and asking him to do that would come as weirdly transactional.

There are huge upsides to being able to keep your job when you move away, but there can be downsides too. This is one of them, but it's a pretty minor one.

3. My old boss just got fired — should I contact her?

I resigned from a difficult job last year and landed at a new company where I'm much happier. A big part of the reason for my departure was my former boss — decent person, not-so-great manager who ran a chaotic and ultimately unprofitable department. She was let go a few weeks ago in a very public way (it’s a small industry), and I’m struggling about whether I should reach out to her.

A significant part of my reason for leaving was that I just didn’t have a great rapport or comfortable working relationship with her. She’s not a bad person (and she is super creative and charismatic, so she has a lot of fans in our industry), but I found her chaos really stressful, and I wanted a job that was a better fit for me and my working style. When I announced my resignation, she grew quite cool, and I had a somewhat uncomfortable last couple of weeks at that job. I haven’t been in touch with her in the year since I left.

I’m trying to put myself in her shoes and decide whether I’d like to get a note of support from a former colleague at this time … or if I’d rather just lick my wounds in peace. However, we have such a small professional circle that I wouldn’t be surprised if our paths cross again. I feel as though I should reach out, just to say … something? “I’m sorry this happened, and I wish you success” sounds trite. “Thinking of you” sounds like someone died. The last thing I want to do is be patronizing.

However, I want to be kind (because getting fired stinks), and I want to be professional (because who knows, she could end up working at my new company in six months or six years — a distinct possibility despite the firing because again, small industry). Would you suggest I write to her, and if so what should I say?

I'd leave it alone. You weren't currently working with her, you didn't especially like working with her, and she's not someone you're actively trying to maintain a relationship with. It's not rude not to contact her. Plus, contacting her is essentially saying "people are talking about you being fired," which is not a wonderful thing for her to hear, even if she figures some of that is probably happening. You're fine just leaving it alone.

4. How can I turn down training requests from my clients?

I am an independent consultant that works on, let's say, specialized teapot tracking systems. My clients send me issues and change requests; I handle them. I have a few people who, every time they request something, also add a request for “training” on how to solve the issue themselves. The requests range from the general, “train me how to troubleshoot delivery errors,” to the super specific, “train me on how you fixed the data in this particular one-time broken message.”

Alison, I hate training. I’m good at it, but find it exhausting, and it's taking time away from work I do enjoy. I want to work on teapot systems, not train people how to do that. I already happily do some training, when appropriate (or unavoidable). If possible, I refer them to classes or documentation. Unfortunately, this is a niche product with hardly any resources available.

The reason they ask is because they hope to (or were hired to!) take over part of the work I do for them. And I honestly encourage them to pursue that! (Just don’t ask me to teach them how.)

Deflecting the requests is getting exhausting and, worse, coming across as unhelpful. Clearly, I need to reset expectations somehow. I’m hoping for a script that gently says, "I don't do training on X," but, you know, actually sounds supportive. I want to be a partner assisting them, but I have to cut back on this training. I can't think of a reasonable position to take, and I don't have any good alternatives to offer them if I don't suck it up and train them. Do you have any advice for this situation?

It's perfectly reasonable to decide that you'll sell your expertise and labor doing X but not for Y — and in fact, one of the benefits of freelancing is that it's easier to set those limits.

You could say, "I actually don't do training, but I can get this fixed for you and then refer you to some documentation if you want to take a more detailed look at it.” Pairing "I can't do X" with "but I can suggest Y" instead will soften the no.

And if you’re asked why you don’t do training, you could say “It’s never been what I’m best at” or “I’ve found it takes too much time from the work that I prefer to focus on.” And then you could add, “But I'm glad to fix anything like this that you want me to handle, and I can point you to some classes if you'd like to learn about it yourself."

5. Can I ask for my coworker's higher pay rate when I cover for her?

I work for a healthcare clinic as a front desk patient services representative. We have several clinics around the state. I work as the front desk for both medical and dental in my office. This already is more than most of the other front office staff responsibilities, but I have a coworker who constantly calls in to work for various reasons. When she does this, I am expected to fill in for her. The starting rate for her job is $3/hour more than mine, but I still get paid the same even if I do both our jobs.

Is it unreasonable to ask to be paid at least starting rate when I do her job? How and who do I ask about this? I am just shy of a year at this company, but the job was way more work than I imagined it could be and they add on new stuff regularly.

Yeah, you can't really ask that — but you can ask for a raise on your own merits. The reasons you can't really ask for her rate of pay when you fill in for her are (a) there might be all kinds of other reasons why she earns more than you do (like bringing more experience or skills to the job, even if some of your duties overlap at times) and (b) it's pretty normal to be expected to fill in for coworkers when they're out and it doesn't normally warrant special pay for that period of time (with some exceptions, like a very long-term parental leave cover).

However, you've been there a year, the job has been expanding, and you've proved your reliability by filling in for other spots when needed. You're well-positioned to ask for a raise on your own merits, totally separate from the issue of your coworker. Here's how to do it.

our holiday party excludes people with mobility issues, turning down training requests, and more was originally published by Alison Green on Ask a Manager.

me, talking about burn-out

Posted: 10 Dec 2018 12:59 PM PST

I’m on the Stuff Mom Never Told You podcast this week, talking about burn-out — how to recognize burn-out, what to do if you're burned out, my own experiences with burn-out, why it might be different for women, and more. The episode is 52 minutes long and you can listen here.

me, talking about burn-out was originally published by Alison Green on Ask a Manager.

update: my coworker put push pins on my chair

Posted: 10 Dec 2018 11:59 AM PST

It's "where are you now?" month at Ask a Manager, and all December I'm running updates from people who had their letters here answered in the past.

Remember the letter-writer whose increasingly aggressive coworker had started leaving push pins on her chair? Here’s the update.

I took your advice and was very firm with my manager and the VP about my intolerance for the situation and I also went to HR myself demanding meetings, as per your advice. I was definitely being firm from the beginning but I made it way more obnoxious for them to ignore my concerns, and after several meetings with HR and my manager and the VP of our department, HR and the VP worked out a corrective action plan for the offender. She was not to speak to me or the rest of the team about anything related to the issues she caused and was generally told to not make idle conversation with me at all (since I told HR myself I want as little contact with her as humanly possible). She was also moved to the other side of the floor to sit directly in front of the VP’s office so he could keep an eye on her. She has had many run-ins with HR for leaving an hour or two earlier than she’s supposed to, so they figured this would kill two birds with one stone.

Anyway, another manager in my department (whom is EXTREMELY friendly and kind), lets call her “Jane,” had to work with her on a large high-level project which required them to have lots of meetings and contact with each other every day. After the first few meetings, Jane noticed that the offender was often not at her desk even though her meeting calendar was wide open. Since she was having trouble contacting her, she asked her about how she can get into contact with her when she’s not at her workspace so that they can resolve issues quickly. After that moment, the offender began to show Jane her true colors, as well. Jane started to receive some violent and strange actions from the offender – for example, coming to her enclosed office in the morning to find her chair knife-sliced and things on her desk broken (only other person in the office at that time was the offender), having pictures of her and her family stolen from her desk, and catching the offender in her enclosed office on several occasions with no reason for being there. The offender also continuously broke into my own managers enclosed office to steal the calendar from her wall (which my manager uses to remind her of her employees scheduled PTO).

A few more things occurred with me where the offender would creep into my cubicle when I was not around – however, Jane and another employee would question her every time and she eventually stopped doing that altogether. Often I would come in and all of my electronics (monitor, computer, phone, cell charger, keyboard) would all be unplugged and jerked around to different areas. The timing was always conveniently early in the morning when very few of us are here, but guess who always was one of those few – YOU GUESSED IT – the offender! Eventually, we have all learned to always put everything away and lock them in our drawers, even when we go to the bathroom, and most of us have started to come in 30-60 minutes early just to ensure she doesn’t mess with our things and often we try to make sure at least one person is over in our section at a time so we can guard each other’s things.

We all continued discussing these issues with HR (including the managers and the VP himself several times), especially as the offender recently has been constantly leaving for hours throughout the day AND leaving hours early without receiving approval or even informing anyone (and she has no PTO left), but they refused to fire her. She often found ways to explain things away (covering herself by saying she took a training to help her be a better employee, etc.) She is also a (*suspected*) FMLA time off abuser, who has sued previous companies for FMLA discrimination. Purely speculation, but we imagine she was most likely fired from these companies after she kept using unfounded excuses for leaving without approval. (Examples: saying she can’t work certain days of the week because of her “flare-ups” which are always conveniently Wednesday and Friday afternoons, constantly taking time off without having any time in her bank left, etc. just like she does here.) So basically, we got the inkling from the HR reps and their carefully-worded explanations for their inaction that they were expecting the offender may attempt to sue the company and they were trying to avoid it.

Luckily, however, as of THREE days ago, the offender RESIGNED!!!! WOOOO!!!! We are all very happy on this team now that we know the she is almost gone forever!

In the end, we were all extremely disappointed by how unsupportive our HR department is and by how much power HR reps have. The VP should have been able to remove the offender as soon as he felt so inclined with all the evidence of her violent behavior, yet, HR was able to block him every time.

Ultimately though, for now, we can all breathe a little better because she will no longer be able to terrorize us! (Now, if only we could warn her new company….)

Thanks for all the help, Alison!

update: my coworker put push pins on my chair was originally published by Alison Green on Ask a Manager.

updates: husband’s boss is sleeping with married department head, and more

Posted: 10 Dec 2018 10:29 AM PST

It's "where are you now?" month at Ask a Manager, and all December I'm running updates from people who had their letters here answered in the past. Here are five updates from past letter-writers.

1. My husband's boss/our friend is sleeping with their married department head

Thanks for all the great advice and script for talking to my friend about the situation. Using that, I asked her tell my husband and offered to tell him myself. She apologized and felt terrible, and said that she never really meant for me to keep it from him or expected that I would. She didn’t feel like she had the rapport to do it herself (since we had a more intimate/personal friendship and they have a more comradely one) and asked me to, hoping he wouldn’t think too poorly of her.

The readers all insisted on full disclosure, and were pretty intensely set on me needing to tell him everything no matter what. However, I’m happy to say that I was right in thinking he honestly preferred not to know, and was 100% understanding of me keeping Jane’s trust on a sensitive issue. When we talked, I started with the broadest strokes (“Jane isn’t really leaving because of burn out, and I don’t want you thinking otherwise”) and got more specific. He stopped me when I told him she had fallen in love, and didn’t want anymore detail. He would be mandated to report the people involved if he knew, and preferred to stay out of it especially considering his friend’s genuine emotions were involved. My husband told her privately he didn’t hold it against her, she moved, hasn’t seen the Man in question, and is dealing with heartbreak in healthier ways.

Thanks so much again, and to the readers, as I’d struggled over this issue for a long time! I’m glad some of my instincts were right but I’m also glad that the secret is off my chest. It remains to be seen if they stay split, but I’ll still be seeing lots of the Man since apparently he’s related to a new coworker at MY job!

2. I accidentally embarrassed my friend's boss — but I was right about what I said

I actually wound up not apologizing even after your thoughtful advice. As it happened, soon after the confrontation with Ariel I started hearing Sam complain more and more about Ariel acting punitive about small things. He wound up leaving the company, which reduced the time I spent talking to his boss to effectively zero. It didn’t seem necessary to bring up the incident to someone I talk to so rarely, and as more time passed I forgot about it pretty quickly, and I think Ariel did too. I think apologizing would have just made it into more of a “thing.” But I appreciate your advice and the kind words from sympathetic commenters. Thanks for helping!

3. I hate working from home — how can I make this better?

All the comments where incredibly helpful and I took a lot of the commenter’s advice including work from home meet-ups, getting “dressed” and trying to take a walk to help break up the day. Looking back at my letter now I am amazed because now I LOVE working from home. I am so much more productive than I have ever been and get more time with my family. I love that I can start dinner while on a conference call. Working from home has been great and I appreciate all the advice to help me get to this point. Thanks all!

4. I interviewed for a job that didn't match the job posting — and other things seemed off (#3 at the link)

I have an update to my recent letter. I ended up turning the job down. As the interview process continued, it became clear that the role was not as advertised and—more concerning—that the different higher ups had different perspectives on what the priorities for the new employee would be. It was a difficult choice because my job search has been (and continues to be) so difficult. I’m just now getting over demoralization caused by some very dysfunctional workplaces and terrible managers, so I’m extremely wary of putting myself back in that kind of environment again.

5. How can I get out of dressing up for Halloween at work(#5 at the link)

I ended up dressing up, as things started rapidly improving by the end of the month. My spouse had been laid off early in the month – this was the enthusiasm-sapping event to which I referred – but they got a new one about a week and a half later (because they're awesome), so things were looking a lot better.

The commenters made some wonderful suggestions, and I appreciate every one of them. I ultimately dressed up as a Disney character, as that was my team's theme. However, if I ever find myself truly lacking the desire to dress up, I will most likely employ one of the strategies recommended by the amazing comments section.

updates: husband’s boss is sleeping with married department head, and more was originally published by Alison Green on Ask a Manager.

the person who got a bedpan in the office gift exchange, and other tales of holiday gifting woes

Posted: 10 Dec 2018 09:30 AM PST

Every December, I'm inundated with questions about gift giving at work: Are you supposed to buy a gift for your boss? What if you'd prefer not to but colleagues pressure you to chip in for a group gift? How much are you supposed to spend on coworkers, if anything? And are you supposed to be pretend to be grateful for a terribly gift from your employer?

At Slate today, I wrote about our angst over holiday gifts at work, including the problem with giving frozen turkeys to 200+ people the day before Thanksgiving, the manager who gave everyone bags of thumbtacks, the problem with Dirty Santa, and more. You can read it here.

the person who got a bedpan in the office gift exchange, and other tales of holiday gifting woes was originally published by Alison Green on Ask a Manager.

updates: the affair causing work drama, I lied to my boss, and more

Posted: 10 Dec 2018 07:59 AM PST

It's "where are you now?" month at Ask a Manager, and all December I'm running updates from people who had their letters here answered in the past. Here are five updates from past letter-writers.

1. An affair is causing work drama

Thank you for publishing my question. Your advice was spot on and I actually have an update since I wrote back in December.

Our company finally hired a part-time HR consultant after the first of the year, which has helped us deal with some of the issues stemming from John and Jane. After the holidays John started showing up to work clearly inebriated and missed several client meetings and nearly cost us our largest client partner. Subsequently, John was fired from the company in March and immediately went into a rehab facility out of state. He has been barred from ever dealing with our company again or our clients. Meanwhile, Jane got a new job at a competitor of ours and has been trying to poach employees to come work with her. This was in violation of her severance agreement and has had a cease and desist issued to her and her new company which apparently has caused a rift at her new job. We know this because she texted several co-workers asking for references(!)

2. I lied to my boss and said I've been doing a task I haven't actually done

I really appreciated the sensitivity in your answer and the kindness shown by your commenters. I wound up talking to my boss right away. I explained that I hadn’t prioritized learning this task and ran out of time before I could get back to it. My boss was super understanding; he said he wants me to focus on the tasks that will do the most to drive the business forward, and this wasn’t one of them. It was more of an infrequent, “when you have time” kind of housekeeping task. That was a huge relief to hear! After we spoke, I did go back to the freelancers to learn how to do it properly and I definitely won’t forget again.

In the meantime, thank you for encouraging me to think hard about why my instinct was to not be upfront about the situation. Some of your commenters pointed out that this kind of instinctive lying is common among people who grew up with strict parents. I think that’s true in my case. Growing up, I got in the habit of using white lies to deflect abuse from my abusive mom. I’m still working this through in therapy, but before this incident I hadn’t thought about how my lingering anxiety about the consequences of small mistakes might be bleeding into my work life. It’s not an excuse for lying, but it’s helpful context that I hope will enable me to cut out this behavior in the future.

Thanks again for answering this question, and a really sincere thanks to the commenters who helped with it.

3. Coworker has a "food emergency" every other day

There was an unexpected resolution to the issue. My supervisor and I joined a social organization that this person is an active member of, and ended up on her “team” for a bunch of recreational activities. As soon as we started really becoming friends, she stopped showing up at our office the way that she used to. Now she just comes over to talk about this club. Everything went better than expected!

4. I'm sick of having to do my slacker coworker's projects (#2 at the link)

I wish I had a better update to the coworker who cried openly about too much work while she painted and goofed off, but I don’t. After talking to the manager about not being able to do her work and my own, she did a little better. For about two weeks.

I stayed later than usual, and caught her whipping out a coloring book when she thought we all had left (we have flexible scheduling and most people leave before 4pm). After that she stopped trying to hide it and went right back to arts and crafts at her desk. She also spent a lot of company time creating and organizing an office based Clue game that she had the department play for prizes (including typing out several pages of typo-filled “clues” everyday, creating wax sealed envelopes and physical crime scenes through out the office).

At this point in time, the department is running out of work to do, so I’m forced to help her out to stay busy. Combine that with a boss who appears to hate confrontation, it isn’t looking hopeful that something will be done about this.

5. Should I tell my employer about my boundary-crossing coworker?

First, thank you to everyone for your kind, supportive comments and advice. Even though I didn’t do anything wrong there’s still a tendency to think “what did I do to cause this?” and y’all really helped put in perspective that this was NOT about anything I did.

Despite the general consensus that I should elevate it to my manager, I decided not to. After a couple of weeks I got over the feeling of anxiety every time he talked to me and things were pretty normal.

However, this week I got a call from HR asking me to come and do an interview with them. I guess some accusations had been made against my coworker and they asked me about our working relationship and any interactions I had with him. I said pretty much what was in my original post. I think this all came to a head because he’s gunning for a promotion that would give him significantly more power than he has now. Apparently it wasn’t just me that had an issue with his behavior. Anyway, it feels nice to finally have all of that off my chest and on the record, and the way it worked out feels really appropriate. HR said that I probably won’t know the outcome of the investigation, but that I was allowed to inquire about it (with the caveat that the most likely response will be that the company “took appropriate action”). Thanks again to everyone!

Update to the update: 

After interviewing quite a few more people, HR placed my coworker on administrative leave and then after a few weeks his name was deleted from our email/IM address book. His personal things were also being gathered from his office so there’s no other conclusion to make than that he was fired. There was a lot more going on than just the way he was treating me, which I gathered from the questions HR asked and the ensuing work gossip. He was incredibly rude, disrespectful, and downright mean and nasty to a lot of the shift workers (in contrast, he was generally pleasant to the salaried employees). The mood has shifted a lot here in the past few weeks – in a very positive way.

updates: the affair causing work drama, I lied to my boss, and more was originally published by Alison Green on Ask a Manager.

loading...

Lexo edhe:

Postimet e fundit






Popular posts from this blog

Trajta e shquar dhe e pashquar e emrit

  Trajta e shquar dhe e pashquar e emrit Trajta themelore e emrit është rasa emërore e pashquar.  Nga trajta themelore ose parësore i fitojmë format e tjera gramatikore të emrit (trajtat). Emrat , si në njëjës ashtu edhe në shumës, përdoren në dy trajta: a) në trajtë të pashquar dhe b) në trajtë të shquar shquar. Emri në trajtën e pashquar tregon qenie, sende ose dukuri në përgjithësi, në mënyrë të papërcaktuar. P.sh.: një nxënës, një punëtor, një mendim , një mace, një laps etj. Emri në trajtën e shquar tregon qenie, sende ose dukuri të tjera, të veçuara nga gjërat e tjera të llojit të vet. P.sh.: nxënësi, punëtori, mendimi, macja, lapsi etj.   Formë përfaqësuese (bazë) e emrit është trajta e pashquar, numri njëjës, rasa emërore : djalë, vajzë, shkollë, lule, letër, njeri, kompjuter, lepur, qen, piano etj. Trajta e shquar e emrit formohet duke i pasvendosur formës përfaqësuese nyjën shquese, përkatësisht mbaresën: a) për emrat e gjin

Ese të ndryshme shqip

Ese dhe Hartime '' Ese dhe hartime të ndryshme shqip dhe anglisht '' Ndalohet rreptësisht kopjimi dhe postimi në një faqe tjetër.  Redaksia Rapitful ka lexuar disa ankesa në emailin e saj të bëra nga disa arsimtarë dhe profesorë ku janë ankuar se nxënësit po i kopjojnë esetë dhe hartimet nga faqja Rapitful dhe me ato ese apo shkrime po prezantohen gjatë shkrimit të eseve dhe hartimeve. Pra redaksia Rapitful kërkon nga nxënësit që të mos kopjojnë esetë dhe hartimet dhe me to të prezantohen para mësimdhënësve por le të jenë këto ese vetëm si një udhërrëfyes se si duhet të shkruhet një ese apo hartim dhe asesi të kopjohen. Ju faleminderit për mirëkuptim. Ese dhe hartime do te shtohen vazhdimisht keshtuqe na vizitoni prap. Nëse dëshironi Analiza letrare të veprave të ndryshme kliko mbi Analiza Letrare Kliko mbi titullin që ju intereson Ese për Diturinë   Për Mjekët! Fakultetet e sotme po kryhen me teste 6 arsye për të mos studiuar mjekësinë P

Tekste shqip: ““Ah Kjo Rruga E Gurbetit” - Shaqir Cërvadiku & Fatjon Dervishi” plus 21 more

Tekste shqip: ““Ah Kjo Rruga E Gurbetit” - Shaqir Cërvadiku & Fatjon Dervishi” plus 21 more “Ah Kjo Rruga E Gurbetit” - Shaqir Cërvadiku & Fatjon Dervishi “Du Me T'pa” - Gjyle Qollaku Nora Istrefi “Kercejna” - Sabiani Feat. Denis Taraj Getoar Selimi “Du Me T'pa” - Lori Bora Zemani “Million” - Melissa
Related Posts Plugin for WordPress, Blogger...

Labels

Show more