November 2017

Sign Up Now: Employment Law Year in Review 2017

by Evil HR Lady on November 15, 2017

This has been a crazy year as far as employment law is concerned. Sexual harassment, medical marijuana, the mark of the beast, you name it, it’s happened this year.

And if you’re an HR practitioner or an attorney, or just really like to learn things, have I got the webinar for you. And it’s FREE. But spaces are limited so sign up quickly.

Date: Thursday, December 7

Time: 12:00-1:00 pm Eastern Time

I will be moderating a panel of 5 attorneys, Jon Hyman, Eric Meyer, Jeff Nowak, Daniel Schwartz, and Robin E. Shea, so, hopefully, I’ll come out alive, but guaranteed you’ll come out learning something. And, you can get SHRM and HRCI credits for spending time with us.

To register (for free!), click here: Employment Law Year in Review 2017

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Kevin Spacey: Netflix Can’t Fire Me

by Evil HR Lady on November 14, 2017

In House of Cards, Kevin Spacey has the real talent for making the viewer root for a truly horrible person, Francis Underwood. But, can he get people behind him now?

According to The Blast, Spacey is claiming that Netflix fired him too quickly after claims came out that he committed sexual misconduct with a then 14-year-old Anthony Rapp and that they don’t have the legal ability to do so. They write:

Sources close to the situation tell us the actor does not have a morality clause in his contract that would trigger a suspension or termination from the production based upon personal actions.

We’re told Spacey’s contract states the only way he can be suspended or fired from the show would be if he becomes “unavailable” or “incapacitated” to fulfill his obligations with production.

Another Case of the Rich and Famous Aren’t Like Us

You don’t have a morality clause in your contract either, largely because it would be highly unlikely for you to have a contract–unless you’re in a union.

To keep reading, click here: Kevin Spacey: Netflix Can’t Fire Me

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Good management is important. We all know this. In fact, multiple studies have shown that not getting along with a manager is often the strongest influence on employee engagement—and eventual departure. Or, at least, that’s what we thought.

According to new research from IBM on why employees quit, the old HR adage “people don’t leave companies, they leave managers” is being called into question. After surveying 22,000 people, IBM found out the following:

  • 14 percent leave because they are unhappy with their manager
  • 40 percent leave because they are unhappy with their jobs
  • 39 percent leave for personal reasons (e.g., spouse relocation, child care, health, etc.)
  • 20 percent leave because they are unhappy with the organization
  • 18 percent leave due to uncertainty in the organization, following a change

To keep reading, click here: A New Study Finds Bad Managers Aren’t the Reason Employees Quit

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A few years ago, we went out and asked real people what their bosses had given them as holiday presents that they actually appreciated. Because times change and people change, it was time to go out and ask again.

Take a look at this list of gifts that have been a big hit. You’ll notice (again) that some are contradictory–that’s because employees and managers are human. This list is meant to spark your imagination, not to give you an excuse to not know anything about your staff.

And remember, presents only go one direction in the office–down. If you’re the boss, don’t even think about hinting that you’d like something.

  • My boss always gives us a bottle of wine — which I love. (I always end up with a 2nd bottle because one of my colleagues doesn’t drink wine–which my boss should know) I give my staff Girl Scout candy or cookies that I know they like & then we go out to lunch.
  • We go to lunch and take the rest of the day off. At lunch, annual bonus checks are given as well as small gifts: soft blankets, spa gift cards, or something like that. My staff also like to exchange gifts, so everyone is getting four or five gifts.

To read the whole list, click here: What Real People Want as a Gift From the Boss: We Asked Them

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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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