November 2017

Swiss Saturday: The Red Light District

by Evil HR Lady on November 11, 2017

When you think about Switzerland, you might think of Heidi, or of James Bond, or cows with bells. These things are all true, but you also have to think about legalized prostitution.

Apparently, Basel has added these helpful signs, indicating the red light district. If you want to, uh, meet some new people, this is the place to go!

My dentist, by the way, has his office in this red light district, so it’s not an area limited to just certain activities. Dunkin’ Donuts is there too, because, frankly, everyone has to eat.

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Yes, Your Boss Can Require You to Work Crazy Hours

by Evil HR Lady on November 10, 2017

I am an exempt employee and work where many, many hours have now become the standard. One night we were required to stay until 11:30 p.m. After a 7:30 a.m. Start time. At a certain point are there any protections for workers in this class? We cannot be expected to work until all hours of the night on a consistent basis. Being salaried kinda stinks.  What, if anything can be done? My workplace found out I have begun tracking my hours and are most unhappy.

To read the answer, click here: Yes, Your Boss Can Require You to Work Crazy Hours

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Capitalizing on Small Business Saturday

by Evil HR Lady on November 10, 2017

Everyone has heard of Black Friday—but have you heard of Small Business Saturday?

The Saturday after Thanksgiving is a day designed to encourage shoppers to shop at local businesses rather than big chain stores. Curious to learn about the best ways your business can capitalize on the Small Business Saturday initiative? Here are a few ideas.

Take Advantage of Social Media

You may have a company Facebook page or Twitter account and, of course, you post about your business there. But have you considered using your personal accounts to do the same? You don’t want to turn the place where you normally share pictures of your kids into a business account, but you do want to occasionally remind your friends that your small business supports your family.

To keep reading, click here: Capitalizing on Small Business Saturday

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How Much Vacation Should a Part-Time Employee Receive?

by Evil HR Lady on November 9, 2017

A reader asked me a question about calculating vacation for a part-time employee. Frankly, I thought the answer was obvious–it should be pro-rated based on the number of hours. If a person working 40 hours a week received 15 days of vacation (120 hours), then a person working 32 hours a week should receive 12 days of vacation (96 hours). Either way, the employee gets three weeks of vacation.

The company had never had a part-time employee before and, as such, had no policy. Vacation was strictly based on years of service. My reader thought the employee deserved 15 days of vacation based on the years of service.

But, because we disagreed, I threw it out as a question on my blog and on LinkedIn and got a whole variety of answers:

To keep reading click here: How Much Vacation Should a Part-Time Employee Receive?

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Many companies have gone through an organizational restructuring, where a traditional top-down management structure with a strict hierarchy is switched out in favor of something that more resembles a lattice. In a lattice (or horizontal) organization, employees may not have one direct supervisor; instead, they have connections and responsibilities that span departments and lines.

Should you make this switch in your business? If so, how? Here are a few points to consider before taking action.

Is It Really for You?

The lattice structure works well for some companies, but not well for others. Before you go through the trouble of reorganizing, think about why you need to do this. Do people often function across departmental lines, or is everyone pretty well siloed? It can be a difficult task to make this kind of organizational restructuring work, so make sure it’s what is best for your business.

To keep reading, click here: Organizational Restructuring: Should Your Business Consider One?

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Would you fire an employee for flipping off the CEO and then using the picture on her social media accounts?

It kind of changes the picture, right? Juli Briskman is the bike rider in the picture and she’s flipping off President Trump and his motorcade. She didn’t know the image would be captured, but when her friends recognized her, she claimed it and started using it on her social media accounts. Briskman isn’t just a concerned voter, she is a government contractor.

This means Trump isn’t just her president; he’s her boss.

She worked for  Akima, a government contracting firm, which means that ultimately, she reports up to President Trump. If there were no politics involved and Briskman had been an Amazon employee flipping off Jeff Bezos or a Microsoft employee flipping off Bill Gates, would you care that they fired her? (Note: I’m not saying that Amazon or Microsoft has or would fire someone for such behavior, but if they had, would you care?)

To keep reading, click here: Why It Was Okay to Fire the ‘Middle Finger’ Woman and Not the ‘Libtard’ Man

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Disability Employment: Breaking Down Barriers

by Evil HR Lady on November 7, 2017

The goal of disability employment is not simply to make you feel good for doing an act of service, but to hire someone who can be an asset to your business. That’s the same reason you hire all of your employees—because they are the best fit for the job.

“Individuals with Down syndrome can and do make valuable employees and are ready to work, but often lack the opportunity,” explained the National Down Syndrome Society (NDSS). In honor of both Down Syndrome Awareness Month and Disability Employment Awareness Month taking place this October, here are some ideas from the NDSS’s guide to employing people with Down syndrome.

Provide Internships, Assessments, and Individualized Training

Many people tend to think of internships as something that college students do, but there’s no reason you can’t provide internships for adults of all ages. Your state should offer a program specifically designed for hiring adults with disabilities as interns, starting in high school. This may be a useful place to start.

To keep reading, click here; Disability Employment: Breaking Down Barriers

(Yes, I realize it’s already November. Sorry!)

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Dear ReWorker: I Was Ditched for a Doctor’s Appointment

by Evil HR Lady on November 7, 2017

I manage field sales reps. I flew in for a scheduled “field ride” with an employee and upon arrival she let me know that she had a “doctor’s appointment” and wouldn’t be available for the field ride.

I sat around the city all day long until meeting the employee for dinner at 6:00 that night, then I caught a flight that next morning. I never questioned the whereabouts or the all-day doctor appointment (maybe it is something serious, who knows?). Instincts tell me that the employee didn’t have a “doctor’s appointment” and is either working an additional job or has an interview with another company. Does that employee have to take an official day off?

To read the answer, click here: I Was Ditched for a Doctor’s Appointment

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Use Data to Make Your Recruiting Awesome

by Evil HR Lady on November 6, 2017

What’s are the two most used tools in recruiting? The resume and the interview. It just goes without saying that both will be done for every skilled job. (Granted, lots of retail and restaurant jobs don’t require a resume, just an application.)

But, are those the best two tools for finding the best employee? Maybe, but shouldn’t you count on it. You should consider using data, to help you find the best candidates.

Additionally, are you looking at which employees are the most successful in their jobs? And are you recruiting specifically for those skills which have been shown to be effective in your business? Use that data.

For other ideas on how to use data in recruiting and hiring, click here: Improve Recruiting with Data Driven Decisions

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At the request of a reader, I’m asking you all to throw your two cents in.

Situation: Jane works as a salaried exempt full-time employee (5 days a week, 8 hours a day, 40 hours a week)for a small company for 10 years. On her 10th year anniversary, she is awarded an additional 5 days of vacation, so now has 15 days of vacation.

After reaching this milestone, Jane has an adorable baby and wishes to spend more time with her offspring. With her boss’s blessing, Jane drops her hours to 32 hours per week by staying home on Mondays. Now she works 4 days a week, 8 hours a day, 32 hours a week.

The current company policy is:

  • 5 days of vacation for 0-4.999 years
  • 10 days of vacation for 5-9.999 years
  • 15 days of vacation for 10-14.999 years
  • 20 days of vacation for 15 years and more.

Jane is the only part-time employee in the company. How many vacation days should Jane receive?

(Based on company policy, mind you, not based on what you think is the morally correct amount of vacation.)

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