I was recently told I must resign and my CEO asked me how much time I will need to do so. I feel that this is being done due to discrimination on the basis of my ethnicity and sex. However, the evidence I have is fairly minimal. Would you recommend I send a complaint to HR even though I don’t have strong evidence to support the claim?
To read my answer, click here: My CEO Is Forcing Me to Resign
Leave your answer in the comments!
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Last week I was on the tram when a group of teenage boys came and sat near me. Their language was atrocious and they kept calling each other “gay.” So, knowing that their behavior at 13 was indicative of how they would be for their entire lives, I took their pictures, followed them home, and got their full names and addresses.
This way, when they try to get jobs or win awards or something, I can discredit them and point out that when they were young teens they were dumb and more interested in being shocking than anything else.
Where’s my community leadership badge?
There’s actually nothing different, in practical terms, from this and what USA today did with Heisman Trophy winner Kyler Murray. Their headline, “Kyler Murray apologizes for homophobic tweets that resurfaced after he won Heisman Trophy.”
They resurfaced because the media resurfaced them. Frankly, I think this tweet response from Popehat is the best response.
to keep reading, click here: Why I Had to Ruin the Lives of Four Teenagers on a Tram
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One of our employees is a vegan activist, and has started posting material on the “evils of eating meat” outside his cubicle or leaving them strewn around shared spaces (in the kitchen, near the copier, etc.). Is there anything I can do about this behavior? He also gets offended if anyone fails to provide a vegan option when treats are brought in, whether by a colleague or for a company-sponsored event. Is this a protected behavior/belief system?
To read my answer, click here: Dilemma Of The Month: How To Handle An Activist Employee
leave your own in the comments!
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I worked for Burger King for about 18 months during and after high school. I quit at the end of the summer to go away to college. When I returned to my hometown following my freshman year of college, in need of a summer job, I didn’t even think of returning to Burger King. Why? I was terrified I hadn’t been a good enough employee and they wouldn’t want me back.
Retrospectively, that was a ridiculous fear. I’d never been late, never gotten in trouble, my drawer was always accurate, I was trained to both open and close, and I could work all the stations. I was an ideal employee.
But, instead, I went and got a job at Kmart. One day, my former Burger King manager came through my checkout line. “I didn’t know you were home! Why didn’t you come back to work for me?”
“You would hire me?” I asked, shocked.
“Of course! Can you come back?”
To keep reading, click here: Study: The Surprising Thing Holding Women Back
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Office holiday gift exchanges are designed to be fun, but in the end, you often end up buying something someone else doesn’t like, need, or want and receiving something you don’t like, need, or want. We keep doing it in the name of “fun.”
Many offices have adopted a “Secret Santa” game where all participants (and participation should always be voluntary) are assigned a co-worker and instructed not to tell that person who he or she is. Everyone buys a gift and everything is revealed at the end, and it’s great fun. Except, at the end you have a gift you really don’t want. (Unless it’s food, in which case you probably want it, but your middle could probably do without it.)
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A few months ago, I wrote an article about how HR can’t have friends at work and it kind of created controversy. LinkedIn went kind of nuts discussing it, with people digging in their heels on both sides. I stand firmly behind my position that true friendships at work cause problems for a group that has to make so many decisions and advises so many people. So when I got the chance to speak at DisruptHR in Zürich, I jumped on the chance to share my ideas. And I’m so grateful that they let me speak in English. While DisruptHR talks are only 5 minutes long, me talking in German for 5 minutes is about 4 minutes and 55 seconds too much suffering for listeners!
Sorry, HR. You Don’t Get Any Friends At Work. | Suzanne Lucas | DisruptHR Talks from DisruptHR on Vimeo.
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If Neil deGrasse Tyson’s accusers had come forth 5 years ago, it wouldn’t have made a blip in the media–traditional or social. Two of the accusations involved him being “creepy.” That is, he looked further at a tattoo of the planets on a woman’s upper arm, and he invited a colleague for wine and cheese and offered a special handshake that involved staring into each other’s eyes and feeling each other’s pulses. Tyson doesn’t deny either event took place, but states he had no bad intentions and had no idea that the women were bothered.
The third accusation of a drugged rape is, much more serious and Tyson denies it took place at all. The event was over 30 years ago, and would be impossible to verify.
And this leads us to a recent article at Bloomberg regarding men on Wall Street being wary of being alone with any women–but especially with young and attractive women. The article begins:
No more dinners with female colleagues. Don’t sit next to them on flights. Book hotel rooms on different floors. Avoid one-on-one meetings.
In fact, as a wealth adviser put it, just hiring a woman these days is “an unknown risk.” What if she took something he said the wrong way?
This fear is definitely founded. We have a situation with Tyson where (in the first two accusations) both parties agree on what happen, but they took it very different ways. No one would be surprised to find that, in the future, Tyson only inviting invite male co-workers to his office for wine and cheese.
To keep reading, click here: From Believe All Women to Hire No Women?
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Does open enrollment communication to employees often seem to fall on deaf ears? It turns out employees do want open enrollment help. In fact, 55 percent of employees wish their employers would give them advice during open enrollment. But is that something you should do? Is it something you even can do?
Why Do Employees Want Advice?
Health care plans sometimes change. When open enrollment comes around each year, employees may have to choose between plans that didn’t exist the year before, so they can’t always say, “Yes, this one worked well for me, so I’ll stay with it.”
To keep reading, click here: Can I Give My Employees Open Enrollment Advice?
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I’m not opposed to working with machines. Given the opportunity, I’ll generally choose the self-checkout at the grocery store and order from the kiosks at McDonald’s, but for a job interview, replacing the company representative with a computer screen or a bot is a disaster waiting to happen.
The Wall Street Journal described companies who are using one-sided interviews as a way “to streamline the hiring process to nab promising candidates before they can get away. For some, that has meant rethinking the tried-and-true phone interview, rolling out one-sided, automated exchanges in which applicants give recorded responses to a series of questions.”
I get the logic–if I’m interested in you as a candidate, I can set up an automated interview that you can do when you have time. We don’t have to coordinate schedules–and this is a huge benefit for someone that is currently employed.
To keep reading, click here: If You Want Job Candidates to Hate You, Follow this Plan
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When was the last time your organization made major changes to its employee benefits package? Last year? Five years ago? The economy has changed dramatically over the past few years, and unemployment is lower than it’s been in decades.
This means that the war for talent is tight. If you want to compete, you may need a better employee benefits package. Here’s what your company needs to consider in order to prepare for the year ahead.
If you have applicants lined up around the block, you probably have a fine pay and benefits package—but if you’re struggling to get enough qualified applicants, you may need a better benefits package. If the organization’s turnover is higher than it has been in the past, is it possible that the current benefits aren’t where they should be?
to keep reading, click here; Is Your Employee Benefits Package Ready for 2019?
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