by Evil HR Lady on January 21, 2019
Managing employee attendance is easy enough when you have responsible people that only take time off when needed. And you want to encourage people to call in sick when they are unwell so that no one else catches whatever bug is going around.
You need a rock-solid absenteeism policy, and here is what to put in it.
Sufficient Paid Time Off
Wait! Aren’t we trying to maximize the time people are at work? Not exactly. What we want to do is instill responsibility in our workforce and minimize managing employee absenteeism. If you don’t allow your employees to take time off for vacation, they aren’t going to skip their sister’s wedding; they are simply going to call in sick.
To keep reading, click here: Managing Employee Absenteeism the Best Way
by Evil HR Lady on January 20, 2019
Working as a celebrity’s 24/7 assistant is expected to have its crazy moments, and when Lianna Shakhnazaryan (also known as Lianna Azarian) took the job working for Mariah Carey, she got a salary that reflected the amount of work involved, starting out at $250,000 and raised to $328,500. Now, a lot of us might think we could put up with just about anything for that type of salary.
On the other side of things, when Carey and her manager, Stella Bulochnikov (also known as Stella Stolper), hired an assistant at this great salary, they probably expected that Shakhnazaryan would take care of just about anything, be trustworthy, and put up with whatever came her way.
Boy, were both of them wrong. The two women are now suing each other and it promises to get juicy and get into the details of really exciting employment law. Carey is suing her former assistant, saying she threatened to release videos of her if Carey didn’t pay up $8 million.
To keep reading, click here: Mariah Carey Lawsuit: Blackmail, Sexual Battery, Pee, and a $328,500 Salary
by Evil HR Lady on January 18, 2019
I believe in equal pay for equal work, which is why I’m totally okay with Citigroup’s announcement that, after careful study, the median pay for women is 71 percent of the median pay for men. (Minorities earn 93 percent of what white men earn.)
If that sounds bizarre to you, you need to think back to sixth-grade math where you learned the term “median.” The median is simply the middle number. So if you have 11 people, and you line them up by pay, whatever person number 6 earns is the median pay of that group. It can give you some idea of how things work, but it’s not really the most helpful of numbers. This is especially true when you are looking at salary differences.
Citigroup, for instance, has call centers. I’m pretty darn sure the people I call (full disclosure: I have a Citibank credit card) when I need to change my address earn a lot less than the Senior VP of Finance at Citigroup HQ. And that’s okay.
To keep reading, click here: Citigroup Pays Women 71 Percent of What Men Earn, and I’m Totally Okay with that
by Evil HR Lady on January 17, 2019
Marie Jean Pierre worked as a dishwasher at Conrad Miami Hotel. She requested Sundays off and from 2009 to 2015, the company had no problem accommodating her request, which was for religious reasons. However, sometime in 2015 her manager began demanding that she work on Sundays.
Pierre sued and won, to the tune of $21 million. Now, she won’t see very much of that due to caps on punitive damages and lawyers fees. Most likely she’ll walk away with $500,000, which is still not small change.
What went wrong here? How did Conrad Miami (owned by Virginia-based Park Hotels & Resorts, formerly known as Hilton Worldwide) screw up so much that the jury not only found them guilty of violating the Civil Rights Act of 1964, but threw in millions in punitive damages? Well, I don’t know for sure what went down, but I can tell you some of their mistakes and what you can do to avoid this problem.
To keep reading, click here: Hilton’s $21 Million Reason to Honor a Dishwasher’s Religious Schedule Request
by Evil HR Lady on January 16, 2019
Performance review tips would seem to be something to give a new manager, but they can also be of benefit to an entry-level employee. If one of your colleagues hasn’t had a formal review before, you’ll want to help set their expectations. Otherwise, new employees may feel nervous and the discussion might not be as productive as it could be.
If you’re looking to help prepare an entry-level employee for their first review at your organization, here are a few things to consider.
The Components of a Performance Review
While each company’s process is different, there are generally three parts to an annual performance review. Making this clear before the meeting takes place can let the new employees know what to expect.
To keep reading, click here: Preparing entry level employees for their first review.
by Evil HR Lady on January 15, 2019
Two stories.
First, a couple of years ago, I went to my daughter’s high school to give a presentation on careers. I put up a slide that listed about 20 of my friends, their college majors, and their careers today. As all these friends were in their 40s, it had been a bit of time since college. Only the accountant as still working in her field of study. So, I told these high school students that what they majored in wasn’t critical and the teacher about had a heart attack. He kept interrupting me and saying, “No! What they study determines their future job!”
Second, a few weeks ago, I was in Turkey. We visited a carpet shop and began speaking with the salesman who had excellent English. He told us that he had lived in the United States for 20 years and returned to Turkey recently. How did he end up in the US, we asked. He went for graduate school–he and his wife were enrolled in a Ph.D. program in political science, but he had dropped out when he realized it was not for him. We laughed. My husband and I met in a political science Ph.D. program and had both dropped out when we realized it was not for us. So, we had three political science dropouts. I’m an HR person, my husband is a statistician in pharmaceuticals, and this man sold carpets. Our careers couldn’t be more different, even though we all studied the same subject in school.
There is a huge disconnect between what schools teach and what reality looks like. A teacher is a job that generally requires a specific degree and certification, so teachers tend to think that is what all jobs require. And, of course, there are plenty of careers that have similar requirements. If you want to be a lawyer, you need to go to law school. But, what you study as an undergrad doesn’t really matter all that much.
To keep reading, click here: Your 6th Grader Doesn’t Need to Know Her Future Career
by Evil HR Lady on January 14, 2019
by Evil HR Lady on January 12, 2019
While I wouldn’t call myself a road warrior, I do travel a bit more than the average person. In 2018 I slept in 9 different countries, sometimes in hotels and sometimes in vacation rentals–usually through Airbnb. While I do love the housekeeping services that come with hotels, apartment rentals usually win out for me. So, when I saw 7 reasons I’d choose a hotel over Airbnb any day, by Laura McCamy, I thought it deserved a response. So, here it goes.
1. Traveling with kids? Airbnb gives you space and beds.
Most of my travel is with the offspring, and while they are old enough to not be watched every second of the day, they are also young enough that they still bicker with each other over ridiculous things. Most hotel rooms (especially in Europe) won’t sleep four, even with a roll-away bed, so you have to get two rooms. But, with an apartment rental, I can pick a place with enough beds, a couch, and a kitchen. That way, when everyone’s done for the day there is space to hang out, you can eat breakfast in the kitchen, and I don’t have to beg for extra blankets.
To keep reading, click here: 7 Reasons to Stay at AirBnB or HomeAway (or Anything Other than a Hotel)
by Evil HR Lady on January 11, 2019
What will Human Resources look like in 2019? Well, it’s not as if we are going to go through some huge renaissance, but it’s an ever-changing field–especially when it comes to tech.
At Unleash (an HR Technology Conference) last fall, I grabbed some industry leaders and got a few words about their vision for HR in 2019. Here’s what they said:
Mary Ellen Slayter, Owner Rep Cap: What I hope is going to happen is that HR stops being dragged behind in terms of digital transformation and take their rightful place leading it.
Andy Campbell, HCM Strategy Director at Oracle: If 2018 was the year of the robot, then 2019 is likely to be the year of the algorithm. The initial hype over AI and machine learning will be replaced by greater scrutiny over issues such as addressing unconscious bias and ensuring true inclusivity. Then this exciting technology will really start to enter the mainstream.
To keep reading the predictions from other industry leaders, click here: What HR Tech Leaders Say about HR 2019W
by Evil HR Lady on January 9, 2019
