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?

{ 0 comments }

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

{ 12 comments }

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!)

{ 2 comments }

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

{ 3 comments }

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

{ 0 comments }

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.)

{ 47 comments }

$2.13 an hour sounds like an immoral rate of pay. Only a cold-hearted jerk would pay a hard-working (or even a lazy) employee $2.13 an hour. This is why Jane Fonda and Lily Tomlin’s campaign to raise the tipped minimum wage to at least the federal minimum wage (currently $7.25 per hour) tugs at heartstrings.

Their Facebook video has over 2.5 million views, after being posted on October 31. That’s pretty viral, as far as videos about wait staff pay are concerned. They make plenty of good points–$2.13 an hour is barely enough for a cheap cup of coffee, or maybe you could get two candy bars if they are on sale.

They are also 100 percent wrong.

No waiter or waitress legally receives only $2.13 an hour. Minimum wage is still $7.25 per hour (federally) or whatever your state minimum wage is. Here’s what the law requires (emphasis mine)

To keep reading, click here: Lily Tomlin and Jane Fonda Know Nothing About Tipped Wages

{ 15 comments }

The Best Office Holiday Gift Idea Ever!

by Evil HR Lady on November 2, 2017

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.)

I stumbled across a much better version of this game. It comes from a friend of a friend who tried to track down the originator of her husband’s office tradition, but couldn’t. They gave me permission to share this fabulous idea. Here’s how it works.

To keep reading, click here: The Best Office Secret Santa Idea Ever

 

(Yes, this is a repeat from last year, but I love this idea so much and I wanted everyone who didn’t see it to get a chance to see it.)

 

{ 9 comments }

Dilemma of the Month: Snooping on Employee Email

by Evil HR Lady on November 2, 2017

I have an employee who hasn’t been performing well. She always has an excuse. Last week, she was out sick again and I needed a report that I know she’d received from a client. I tried to call her, but she didn’t answer. So, I asked IT if I could get the report from her email, and they gave me access to her inbox. I found the report, but curiosity overcame me, and I opened a few other emails with subject lines that caught my eye. Turns out that my employee has been doing a lot of non-work related things at work. I feel totally guilty — I snooped. Is this legal? Is it moral? What do I do with this information?

To read the answer, click here: Dilemma of the Month: Snooping on Employee Email

{ 3 comments }

Cisgender Straight White Males Need Not Apply

by Evil HR Lady on November 1, 2017

The Democratic National Committee is hiring new IT people. That’s normal and probably good, given their computer problems over the past while. However, Madeleine Leader, the Democratic National Committee Data Services Manager, added a very illegal request to her inhouse email:

I personally would prefer that you not forward to cisgender straight white males, since they’re already in the majority.

I reached out to the DNC to ask for a response and have not heard back. I attempted to contact Ms. Leader directly, but her LinkedIn page has been taken down. (I cannot verify why or when it was taken down.)

So, here’s the thing: You can’t do this. Not legally, anyway. It’s important to note that this is not DNC hiring policy, but one hiring manager gone rogue.

To keep reading, click here: Cisgender Straight White Males Need Not Apply

{ 15 comments }