How to Turn Your Employees Into Fans

by Evil HR Lady on May 22, 2015

Everyone wants the best people to work for them. But ideally, you want people who not only are good at what they do, but are true fans of the business. Is it possible to have employees who are true fans?

Being a sports fan means more than just liking the team. Being a fan at work is more than just liking your job. “Sports starts becoming your identity. And being a sports fan begins becoming part of who you are.” Fancred‘s mission is to be the world’s largest sports fan network, but CEO Kash Razzaghi’s internal goal is to turn his employees into fans of Fancred.

Believe in your company’s mission. If you don’t demonstrate and constantly reinforce the company’s mission, you can’t fake it to get people on board, Razzaghi says. “You have to get in the trenches to show your commitment to the company. Your passion and dedication will trickle down and inspire your staff to work for the cause and not the paycheck.”

To keep reading, click here: How to turn your employees into fans. 


How to Deal with Employees Who Won’t Get Along

by Evil HR Lady on May 21, 2015

When two kindergarten kids get into a spat, teachers temporarily separate the children and know that if you give them a few minutes they’ll probably get over it. When two junior high school girls get into a spat, the whole world can come to an end and they will still hate each other and set out to destroy each other.

When two adults don’t get along in the same office, we hope that they are more like kindergarten children than 7th graders, but unfortunately, sometimes development was stuck at 13 and you’re in for a bumpy ride.

To keep reading, click here: How to Deal with Employees Who Won’t Get Along


The Company Owner Ignores Federal Laws

by Evil HR Lady on May 20, 2015

Currently, I am an HR Generalist for a company that’s never had an HR person before.

The owner is an HR nightmare. He won’t allow me to do my job. He asked me what I thought my first priority was. I answered “compliance”. He then asked me “what does that mean”? I’ve been there for 6 months and I’m seriously considering reporting him to the Department of Labor, OSHA, FCRA, dept. of homeland security. Etc

His I-9’s for the people I’ve hired are the only ones that are completed. He told me there was “no sense of urgency” to get the others completed. He is aware he could be fined. Hourly people that work there, clock out for a meal, then sit at their desk and work. He is aware he can be fined for that. Field workers are expected to supply their own safety supplies. Goggles, hard hats etc. OSHA requires the employer to supply all safety supplies except safety shoes. The background check system they use is not FCRA compliant. It doesn’t give applicants the opportunity to appeal negative information in their background. The owner will ask applicants during interviews questions about marital status, number of children & where did you grow up, at an interview. I’m at a loss. I’ve spoken to him in reference to all of these issues. They are not important to him. Do you have any advice in regard to what I should do? I’m looking for a new position, but there are not a lot of HR jobs out there.

Well, getting out of there is a good idea, but jobs don’t grow on trees. Here are my questions for you.

1. Why did he hire an HR person? What did he expect you to do?

2. Is he evil or just clueless?

If I were you, I’d ask him directly the first question. Because, your top obligation is compliance, but he undoubtedly did not hire you because he wanted someone to do compliance. He, perhaps, wanted someone to do the hiring or someone to do training, or someone to listen to employee whining. You can do the job you were hired to do with a clear conscience because compliance isn’t your responsibility. Just make it clear to him, and document that he wishes you to do A, B, and C.

Now, the second question on evil or clueless? This makes a big difference. The government throws so many regulations at business owners it’s likely that every single one of them is violating the law in some way, even if they are diligently trying to follow all regulations. He’s clearly not trying very hard, but he may just not think it’s a big deal. For instance, if you’re traveling down the freeway in Philadelphia and the speed limit is 55 mph, it’s not a big deal to go 65 mph. Everyone else is doing it. (Unless, of course, it’s the turnpike and it’s rush hour, or construction hour, or Tuesday, in which case you won’t break 25 mph, but I digress.) He may think it’s like that–technically illegal, but no police officer is going to pull you over for that.

But, if he’s evil? If he has hired illegal aliens, knows it, and doesn’t care, that’s a different issue. If he thinks people are working through lunch because they love their jobs that’s handled differently than if he expects them to work through lunch and fires them if he doesn’t. If he asks about kids because he’s chatty, that’s one thing. If he’s asking because he refuses to hire any women with children, that’s another. Get what I’m saying? The end result is the same should someone show up for an audit, but how you handle it is different.

And even though I said just do the job you were hired to do, I admit, it would drive me insane to work in a place where OSHA could show up any minute and put us through an audit that would turn my life into a living Hell. So, here’s what I would do.

Start small. The I-9 thing is easily fixable. Do your own audit and everyone who doesn’t have the proper documentation gets a note from you and an appointment to bring in their paperwork. I’m guessing the business isn’t that big if you’re the first HR person, so you can get this done quickly.

Get quotes for new background check services. I can’t believe people are selling backgrounds that aren’t FCRA compliant, but there you go. Ask your current vendor what it will cost to get them up to compliance. Get quotes from other vendors. Go to your boss and say, “here’s what it will cost to be compliant in the law.

So on and so forth. Just start fixing things. When he pushes back, say “If the Department of Labor showed up on our doorstep today, you’d be required to pay back pay and overtime for all these unpaid hours worked, plus additional fines. You’d need to hire an attorney to sort it all out. Anyone of your current or former employees could call this in at any time and you’d be in a world of financial hurt. Do you want to take that risk?”  If he says yes, go ahead and write him an email saying that this is to make it clear that doing x (or not doing x) is a violation of federal law and you are advising him to do Y. You’re documenting and making it easy when he eventually gets sued.

Some things will be easier than others. The I-9 thing is easy enough. Getting money for employee safety equipment will not be easy. Informing him that he can’t ask about national origin is easy. Following up to make sure it happens is not.

So, while you’re looking for a new job, you have a real opportunity to make a difference and protect a business.


Really Smart People You Would Never Want To Hire

by Evil HR Lady on May 15, 2015

So, a bunch of smart people in Silicon Valley need some roommates. So, they posted this absurd advertisement looking for new roommates. Now, I know nothing about laws regarding roommates in California, but I do know I be very hesitant to hire anyone who lives in that house-especially in a management position. If they currently worked for me, I’d be having a long talk about diversity. Not skin color-I’m sure they are all on board with that-but with thought and personality.

Here are their requirements:

  • Have a top-class degree or job with a strong math/science requirement
  • Exercise at least 15 hours in a normal week
  • Commute by car less than 20% of the time (Bicycle commuter!)
  • Prefer organized systems and common rules
  • Like petting dogs

Okay, let’s leave aside the fact that I don’t know a soul who exercises 15 hours a week, but I’ll consider that there are such people who hold jobs and manage to do more than two hours of exercise a day. If they do commute via bike, then that undoubtedly counts towards the two hours. The dog thing makes sense if there are dogs already living there-you don’t want someone who doesn’t like dogs moving in.

To keep reading, click here: Really Smart People You Would Never Want To Hire


An engineer got a job offer revoked when he posted to Quora, asking for help in deciding between job offers at Zenefits and Uber. Zenefits CEO Parker Conrad rescinded the offer. Business Insider calls his logic “brilliant.” I agree-it brilliantly shows what is wrong with recruiting today.

When I first heard about this I figured the original engineer’s question had been whiny or attack oriented or insulting to Zenefits or Uber, but, in fact, it wasn’t. It was a well-reasoned pro and con list. The only problem was posting this publicly, but as I said, it wasn’t rude or inappropriate. But Conrad parachuted in and revoked the job offer saying,

Definitely not Zenefits….We really value people who “get” what we do and who *want* to work here, specifically. It’s not for everyone, but there are enough ppl out there who do want to work here that we can afford to be selective.

So, let me tell you why I think Conrad’s response was not brilliant in a good way, and what is wrong with the hiring process in general.

To keep reading, click here; Quora Flap Exposes What’s Wrong in the Hiring Process (or 5 Mistakes You’re Making When Hiring Millennials)


My boss told me off for not doing a task like I was a child. I was really shocked and stated the task was on my to do list however I got bogged down doing something else.

I have just started the job but she does not show me how to do things. When I say I don’t know how to do a task she says, ask other staff questions. I said, I do but they don’t show me, and I think she shares what she does with another manager, as when I walk into a room there is an atmosphere.

One good thing though: I really get on with the clients and they always ask for my help.

To read the answer, click here: Manager Belittles a New Employee, What Should She Do?


The office I work in will be moving from a 38.75 work week to a 40 hour work week. The current thinking is that salaries should remain the same after hours are increased. This doesn’t affect exempt employees so much (most work over 40 hours) but does mean a pay cut for all full-time non-exempt employees; with no salary change and additional hours required, the hourly rate will be cut by just over 3%.

Full-time non-exempt employees are salaried unless they work overtime or take unpaid time. According to, the salaries of the full-time non-exempt employees are in the 10-15th percentile for our industry in our area and the organization hasn’t given raises or cost of living adjustments in several years. This change would reduce an already low hourly rate.

I want to be sensitive to the budget but do want to respectfully and politely express how that decision could impact the morale of the employees in the office. How would you recommend handling this situation?

To read the answer, click here: Should an Employer Increase Employee Hours with No Extra Pay?


My boss found out I’m job hunting

by Evil HR Lady on May 11, 2015

I have worked as an office manager for seven years. I recently inquired about a position with closer to my children and home. I filled out a profile online and listed my current boss as a reference.

He now feels like I could leave at any moment even though I told him I was not leaving and I just was considering my options. He now has brought back the girl I replaced who had left due to maternity leave.

He informed me that I would have to share the manager position and my hours would be reduced. In the past, he has said the best way to get rid of someone is by reducing their hours so they will voluntarily quit. I can’t help but feel that this is what he is now doing to me.
Do I have any basis to resign and get unemployment? Obviously the work environment has become extremely uncomfortable.

An uncomfortable environment isn’t justification to quit and be eligible for unemployment. (As long as it’s just uncomfortable in the way you’re talking about and not uncomfortable in that your boss is showing dirty movies on a big screen in the office. That would be a hostile work environment and can be a reason to quit.)

But reduced hours can make you eligible for unemployment in some states and under some conditions. I’m being purposely vague because unemployment can vary from state to state and some people will even argue that it varies from hearing officer to hearing officer. You’ll want to Google “[state] unemployment hours reduction” and see what you can find.

Now, you’ve learned something about your boss. He’s a horrible person. You knew that because he told you already that he preferred to reduce hours until someone quits rather than just having the guts to fire someone. But, you assumed (as lots of people do) that while he’s horrible to others, you were safe. But horrible people are horrible. They just pretend to be not horrible when they are getting what they want from you.

A great boss wants to know when employees are considering leaving. It allows them to prepare and plan. But, even good bosses sometimes feel like they’ve been punched in the gut when an employee resigns. Most people resign because they don’t like their bosses. Bosses know this. I know that you would really just like something closer to home, but it’s still a punch in the gut, and sometimes people react that way.

This is why most people don’t tell their bosses that they are looking for a new job until they’ve found one and accepted it. You made the mistake of listing him as a reference (did you ask first?) and he probably found out when he got a phone call. That’s not how a boss wants to learn that an employee is looking to leave.

Now, you’ve got another employee working with you, so it’s not so easy to get your hours back up, because she’ll suffer as well. And while your boss is a jerk to handle things this way, it’s not illegal.

So, my advice to you is that you expand your job search, stay working part time until you do (part time pay is probably more than unemployment), and get out of there as soon as possible. And in the future, don’t use a current boss as a reference .


The Easy Way to Expand Your Talent Pool

by Evil HR Lady on May 8, 2015

You need great employees, but there’s a talent shortage. So, you are fighting for all the best people with all your competitors. But, there’s a talent pool out there that many companies neglect: Stay at home moms.

I know it might seem a bit silly to be looking at these women as part of your talent pool. They are home with their kids, not looking for jobs. Once they start looking for jobs, they cease to be stay at home moms, but become part of the workforce, right? Well, let me share a story.

When my oldest child was a year old, my husband and I bought a house in one of those cookie cutter developments in Bucks County, Pennsylvania. As we got to know the neighbors, the general questions started happening. “What do you do?” “Oh,” I’d say, “I work part-time in HR.” The answer from many of other women in the neighborhood was almost identical, “Oh, I wish I could work part-time.

To keep reading, click here: The Easy Way To Expand Your Talent Pool


Cisco is looking for “A digital native with true love for all things mobile, and a social person by nature.”Jumpstart Automotive Group would really like to find a, “Sr Marketing Manager–Digital Native Needed!” Those are just two listings from five pages of results for companies looking for “digital native” at Meanwhile, other companies are offering “Millennials only seating areas.

Let’s talk about how ridiculously stupid this whole thing is. Digital natives are people who are young enough to have been raised on the computer, which means, what companies should say is, “Young person with true love for all things Mobile” or “Sr Marketing manager–30 and younger only need apply!” No one would do that, but for some reason people think it’s okay to use a code word.

To keep reading, click here: Two Seemingly Harmless Words to Leave Out of a Job Description