Evil HR Lady

Michelle was looking for a job, and Rock Island County, IL, was hiring. She was excited when she got an email, sent through recruiting site, Indeed, inviting her for an interview. But before she could schedule the interview, the recruiter needed just a few things. 

For the next step, please email me the following information directly to [redacted]

1 – The photos of your Identification Card or Driver’s License – Front and Backsides
2 – A picture of your face (Selfie)
3 – The last four digits of your social security

Please make sure that you have:

– – attached all three photos

– – pics are not blurred

– – pics have a more than 800kb each size

– – all four ID’s corners are visible (not trimmed)

– – all text is clearly readable

I’ll be waiting for your message with all the required photos. After that, I’ll make a quick check of your background and assign you time.

There is part of that that makes a bit of sense–companies do run background checks. But, Michelle felt uneasy and asked the question is this a scam?

To keep reading, click here: Don’t Fall for this Indeed Identity Theft Scam

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As an employee, you have rights. You may not be aware of all these rights, but that doesn’t mean they don’t exist. And now, if you’re a Google employee, you have more rights than the average employee. 

In a settlement with the National Labor Relations Board (NLRB) Google agreed to post a list of rights that employees have. Most of these, such as the right to discuss your salary with coworkers, the right to unionize, and the right not to be retaliated against, are standard rights protected by the federal government. In fact, you should have posters in your workplace that detail those rights.

But, this settlement goes a bit more than those standard rights that we all have and they indicate a bit of what was going on at Google. For instance, there is this (formatting is in the original):

YOU HAVE THE RIGHT to discuss wages, hours, and working conditions with other employees, the press/media, and other third parties, and WE WILL NOT do anything to interfere with your exercise of those rights

To keep reading, click here: Google Forced to Post Employee Rights (Your Employee Should Have the Same Rights)

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I’m on record as saying when an employee asks for something look for a way to say yes. If you come to me and say you want to bring an emotional support clown to a meeting–any meeting–I will look for a way to say no.

But Human Resources people in New Zealand are nicer than I am. Or perhaps, they were blindsided and were so freaked out they didn’t know how to respond. I don’t know. 

Joshua Jack, a New Zealand ad man, received a notification to attend a meeting and said he could bring along an emotional support person. So he did — a clown.

To keep reading, click here: Man Brings Emotional Support Clown to Termination Meeting

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California’s Senate approved, with a 29 to 11 vote, to require companies like Uber and Lyft to treat all contractors like employees. According to the New York Times, the bill should sail through the Assembly, and Governor Gavin Newsom has already indicated that he will sign it.

It fixes the primary function problem

Earlier this year, the National Labor Relations Board (NLRB) ruled that Uber drivers, and similar workers, were, indeed contractors because they

• Use their own equipment
• Set their own schedules
• Are free to work for competitors
• Are responsible for their own profit/loss

The one problem was that these drivers perform functions that are central to the business’s mission. This law solidifies this and says that because driving is the fundamental function of companies like Uber and Lyft, these people are employees.

This doesn’t just affect these app-based employers. It could affect hairdressers, nail salons, franchise owners, and any number of other contract-based industries.

To keep reading, click here: California Passes Legislation that May Kill the Gig Economy

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A  Washington state aviation company posted a job listing for a Human Resources Manager. Mostly, the job listing is pretty normal, mentioning things like employee relations, policies and procedures, and tracking vacation time. But, if you scroll down to the bottom, you find this gem:

“Those applicants that chose to include a photograph with their resume will be given first consideration for a personal interview.”

Lena Smith found it and did what you should always do with a sketchy job posting: 

• See it
• Screenshot it
• Send it to EvilHRLady@gmail.com

To keep reading, click here: Job Posting: Applicants that Include a Photograph Will Be Given First Consideration

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Gala Camacho spotted a job posting on LinkedIn that she found sexist, so she commented that they “might reach a wider audience if your job ad was not so gendered and/or white. #diversity #inclusion.”

The ad was for a Vice President of Engineering at Relevant Software and included an illustration of a white guy with a beard, casually dressed. Frankly, while I agree with Camacho’s point, I don’t think it’s a huge deal. A picture of some sort often draws attention to a job posting.

But, it became a big deal when Relevant Software CEO, Andrew Burak responded and defended the picture saying, “It’s just a very precise marketing approach and no more, no less. Do not look here for any inequality ground. According to our research, most of our potential candidates look like on the picture.”

To keep reading, click here: This Tech CEO Said Targeting Bearded White Men for VP Makes Sense

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