Welcome to the 16th Carnival of Human Resources. Because we’ve had so many, I think it’s time for a nice staff meeting to discuss the carnival and other important HR business. Of course, even though I’ve organized the meeting, I have some objections that such meetings are just
Dear Evil HR Lady, I am currently at university (in Sweden) and will have my degree from a program aiming at HR (including i/o psychology, some other behavioural sciences, economics and labor law). I am just about to start applying for “real” jobs. 🙂 I have some experience
I’ve been working a temp position since August 20th, but it is currently set to end later this month. How long should you work at a position, before putting it on your resume? The reason I ask, is because my last long term job ended June 22nd. I
Please help! I am the HR Assistant for the HR Manager at my job. It is just the two of us in the department. She has reprimanded me on three different occasions regarding the clothing I wear to work. And each time I ask her specifically, what can
Remember the threat from your elementary school teachers? If you do something bad it will go in your permanent record! Horrors. You would never get into college, let alone live any sort of productive life with a black mark on your permanent record. It was enough to keep
Remember to get your Carnival submission into Evil HR Lady (that would be me!) buy Monday night, September 17. (I’ll let you define night by when you go to bed. I’m flexible that way.) Also, the HR Capitalist has his HR Power Blog listing up. I’ve dropped by
Another scenario: A woman with a heavy accent walks into your office and explains that she is returning to her native Russia this spring and as such she needs today, September 12th, off. You are a bit confused and asks for an explanation. She sends you to this
A while ago I made a comment over at Ask a Manager that I preferred e-mail over telephone calls and meetings. (I couldn’t find the actual post, but it’s a true statement.) I got the following e-mail from Rachel Prosser:Dear (not so) Evil HR Lady. I really enjoy
I’m the Controller for a small, but, what used to be, rapidly growing firm, 135 employees total. We’ve always had weak HR, but our recently hired VP of HR seems to take the cake–or at least want to make cake. We have equity problems, no performance appraisal system,
Read part I and part II. Make sure you read the comments. They are, as usual, brilliant. So, who is the problem employee? Karen or the manager? Or is it a little bit of both. My gut is to take Karen’s side, but that’s probably because I’m the
