When you’re standing in the store trying to figure out holiday presents for you employees, stop vascillating between the desk calendars and the coffee mugs and figure out a way to get your employees what they really want. The people at Glassdoor have a new survey out on employees’ wishes.
To find out, click here: What do your employees want for Christmas?
Dear Evil HR Lady,
I was fired over the phone for what my supervisor is calling “an untruthful absence” for which I used vacation days for.
They are now emailing me demanding that I come into the office at my scheduled start time and report to our General Manager once there.
I don’t feel it necessary as I have already been told that it is in my best interest to not go back to the office and that I was fired. Now they are telling me something different.
To read the answer click here: I’m not sure if I’ve been fired
Do you have to work on Christmas day? While we tend to think of it as a big vacation day for everyone, many, many people are still punching the clock. Hospitals, pharmacies, gas stations, airlines, restaurants, movie theaters and call centers all have people working while the rest of us are opening presents.
But, even at these busy places, not everyone needs to show up on any particular holiday. So, who gets to have the day off?
To keep reading click here: Should parents get preference for the holidays?
Pop quiz: An average performing employee comes to you with evidence that he is underpaid by 5 percent. Your company’s budgets are already tight. He makes $50,000 a year. Should you:
A. Offer a 1-2 percent raise; B. Offer nothing. In this economy he’s lucky to have a job; C. Offer a 5 percent raise; D. Give him $50 gift card to the local mall.
To keep reading click here: How much does it cost companies to lose employees?
I’ve gotten a few requests over the years for a newsletter, and I finally said, “Yes, that is a great idea!”
The ever fabulous Laura Moore at Smallestdecisions.net set it all up for me. If you look to the right there is a place to sign up.
Then, everything that I post here will end up in your email box. Aren’t you excited? I am!
Laura also fixed my spam filter so you crazy people trying spam my blog have been blocked! Bwa-ha-ha!
Dear Evil HR Lady,
I work at a Fortune 500 company. I recently found a scanned document that indicated that my vice president (female) and a peer (male) were buying a house together. I sent an email to my peer, Dave, telling him I had found the real estate doc and he should get his document off the network to protect their privacy.
I ended up emailing him the doc and deleting it from the company network drive to protect his privacy, and he thanked me in an email. I then later saw him and somewhat joked about him and the boss. He denied [they were having a relationship], said I was getting carried away and that I should not be reading private documents. I explained that all scanned-in docs are not named and you have to open all the docs to find your own doc. He said the real estate deal did not go through and that it proved nothing. I said don’t insult my intelligence and walked away.
I am afraid he may have told the VP I found out about them and that she may try to get rid of me. She recently fired my boss and another co-worker. She is a cold, ruthless woman and very capable of finding some reason to get me fired. She’s not that fond of me anyway, and I have had some problems at work. While I’ve met my goals, two clients complained about me, and I’ve recently made some noticeable mistakes.
Here’s my question: Should I go to HR and show them the proof of my coworkers’ relationship, since I have the document about them house-hunting together and the email Dave sent thanking me for deleting it? Should I tell HR that I feel that this VP may retaliate against me, or should I wait until she actually does? Would the proof I have of their relationship be enough if she tried to have me fired?
I really think that when my boss (who adored me) is gone in January, the VP will try and get rid of me because I know her secret and it would be embarrassing if it came out. Plus, she does not really like me anyway.
To read the answer, click here: My boss has a secret–could it get me fired?
Dear Evil HR Lady,
I work in a small department of a very large company, and we have very strict paid-time off (PTO) rules and guidelines that I feel my manager applies to most, but not all, employees. There is an employee that has the same job title as I do, with the exact same amount of PTO days. But she has a chronic illness and is sick so often that she has been absent for twice the amount of days allotted per year.
Her PTO time has been used for numerous vacations and numerous trips to the hospital. My manager has made it perfectly clear that he will track other employees’ PTO to the second but that her time is “untrackable.” It is obvious that she is using her illness as a “get out of jail free” card. She has been working an average of only three-and-a-half to four days per week but getting paid for five full days of work as a salaried employee for almost two years now. When I approach my manager about how this upsets other employees and how it affects the distribution of work, he denies that it is even happening and tells me that it is my perception.
I have been tracking her time for months and I can tell you that it is most certainly not my perception. As an employee with a chronic illness, does she have the right to come and go as she pleases? What are my rights? And what is the best way for me to handle this situation?
To read the answer click here: What are the attendance rules if you’re sick?
Dear Evil HR Lady,
I am writing to ask if my position was wrongly eliminated. I am currently going through the last few weeks of employment and soon to start a severance package. I am 46 years old, been with (the) company 16 years, manager for 6 years and a very well respected employee. I was told that restructuring was occurring and my position was being eliminated.
Another manager in the same department, who happens to be 29, manager for 1 1/2 years, not a good performer and with the company for 6 years, had her position “eliminated” but she was offered the same position on a different unit. Another manager from a different unit was promoted to cover both of our positions. I was not given any reason for why my manager position was being eliminated and not the others, other than it was not performance related. Does this sound right?
To read the answer click here: Why was I laid off instead of my coworker?
I got an email on Friday. Subject line: IT JOB APPLICANT. I opened it. No text. Just 5 attachments containing a resume, cover letter and three letters of reference. It was sent to me and 14 other lucky recipients.
Because my whole career is based around helping other people with their careers, rather than hitting delete I replied:
I hope you sent this by mistake. This is not an effective way to find a job, at all.
People will treat this as spam and will not open your attachments. You need to apply to each company individually with an individual cover letter. Good luck.
to continue reading, click here: Stop spamming people with your resume
Dear Evil HR Lady,
I work for an employer who does not understand people with children. I have 2 kids, both are sick. My husband took one day off this week so it is my turn to stay home and care for them. I called my supervisor yesterday to tell her I would not be in today and made sure she knew exactly where things were in the process to ensure a smooth work day and results out in time. However, I did not email the owner or the company until late this morning as I have been slammed taking care of my children. The owner keeps her company under 50 employees intentionally; I’m sure you are familiar with why.
As I am trying to get to my question here, if the owner wants to “write me up” for not being in today, do I have to sign this even if I gave my immediate supervisor almost a 24 hour notice that I would be out?
To read the answer click here: My boss doesn’t understand that I have kids