by Evil HR Lady on December 16, 2019
Job offers should work this way.
1. The company makes a job offer.
2. The candidate makes a counteroffer.
3. Negotiation.
4. The candidate either accepts or rejects the offer.
But, sometimes, companies stop everything after step two and revoke the offer. It’s not a common occurrence–most companies expect that you will negotiate–but it does happen. There are a few reasons companies yank back an offer.
The candidate makes a ridiculous counteroffer
If you get a job offer at $50,000 and counter with $90,000 and a company car, I won’t blame the company one bit for revoking the offer. You’re so far out of the range that it’s clear that negotiation will go nowhere.
To keep reading, click here: Why Companies Revoke Job Offers When You Try to Negotiate
Have you ever revoked a job offer, or had one revoked from you? I’d love to hear your stories. Send them to EvilHRLady@gmail.com.
by Evil HR Lady on December 14, 2019
The last time you ordered some Chicken McNuggets or a Big Mac, was it a McDonald’s employee who took your order, made the food and handed it to you? The National Labor Relations Board just handed down a ruling that decries that most likely, it was not a McDonald’s employee, but an employee who works for a McDonald’s franchise.
Over 90 percent of McDonald’s restaurants are franchises–that is owned by people other than McDonald’s corporate entity. Since 2012 McDonald’s has been in a court battle to determine whether it is a “joint employer” along with the franchise owners.
In 2012, a few McDonald’s franchise employees claimed they were punished for pro-union activities. This is patently illegal. The question was, is McDonald’s liable or strictly the franchise owners? If McDonald’s is a joint employer, then they can be held responsible for everything at the employee level–from missed overtime payments to sexual harassment.
To keep reading, click here: McDonald’s Wins Big at the NLRB. It’s Also a Win For Small Business
by Evil HR Lady on December 13, 2019
by Evil HR Lady on December 12, 2019
Runner Tommy Callaway slapped WSAV-TV anchor Alex Bozarjian on the behind while Bozarjian was on live television covering the fun-run that Callaway was running in.
You can see it for yourself:
This includes an interview with Callaway, where he says he was trying to wave at the camera and got “caught up in the moment.”
Here’s the thing: Bozarjian’s behind was nowhere near where you would put your hands if you wanted to wave at the camera. If he accidentally smacked her in the head, I would buy that as an explanation. Maybe. I don’t buy it.
To keep reading, click here: Don’t Feel Sorry For Tommy Callaway, the Butt Slapping Jogger. He Chose Bad Behavior
by Evil HR Lady on December 12, 2019
Remote work is becoming increasingly popular, offering employees a flexible schedule and saving them time and money that is usually spent on commuting. Studies show that telecommuters are more productive than their office counterparts. According to a FlexJobs report, 65% of workers believe they’re more productive at home than in a traditional office. However, there’s also a downside of remote work: Many remote workers suffer from FOMO, or fear of missing out. While their in-office colleagues are spending time together, remote workers are often removed from the social aspect of their jobs.
These feelings of isolation are especially apparent during the holiday season, with events like holiday parties and secret santa exchanges. If your remote workers are local, then you can surely invite them into the office for an annual party and exchange some home-baked cookies. But when you have employees that work from locations all across the country (or around the world), it is unlikely that you’ll be able to fly all of them in for these festivities.
So how can you include remote workers in holiday traditions? Here are some ideas for getting get them involved.
To keep reading, click here: How to Include Your Remote Workers in Your Holiday Festivities
by Evil HR Lady on December 11, 2019
Office-based television shows would have you believe that the only place you can possibly find love is at work. And you’d also think that HR spends all day monitoring the romantic relationships at work.
None of this is true. People do find love at work–15 percent of people met their significant other at work–but that means most people don’t find love at the office. And frankly, HR has better things to do than monitor your romance. But, some companies do monitor the romance going on. And some companies prohibit it altogether.
I have no problems with two single people who have no reporting relationship and no influence over each other dating. But, even that can become sketchy if things start to fall apart. But, we take chances for love, right?
But, when managers start dating their direct reports, it can become problematic. When senior executives date anyone within the company, it can be problematic. It doesn’t even matter that technically, the CFO’s love interest is in marketing and reports up to the Chief Marketing Officer, and not the Chief Financial Officer. None of us doubt that the CFO has the power to make everyone’s life miserable if wanted.
To keep reading, click here: Sorry, Managers, You Don’t Get to Date at Work
by Evil HR Lady on December 10, 2019
We are planning to make a job offer to a very strong candidate. Of course, salary is negotiable, but what about other things that a candidate wants to negotiate — especially those things listed in our employee handbook, such as vacation time, benefits, telecommuting privileges, dress code, etc.? And what about parking or where the cubicle or office would be?
To read my answer, click here: Are Perks and Benefits Negotiable With Salary?
by Evil HR Lady on December 9, 2019
by Evil HR Lady on December 7, 2019
Chipotle made headlines with its policy requiring (or suggesting) that sick employees call a nurse to verify that they are actually sick and not just hungover.
CEO Brian Niccol said:
“We have nurses on call, so that if you say, ‘Hey, I’ve been sick,’ you get the call into the nurse. The nurse validates that it’s not a hangover — you’re really sick — and then we pay for the day off to get healthy again.”
It makes sense that a company with a history of e. Coli problems would want healthy people on staff, and they would want stomach shy customers to know that only healthy people will be serving them. But it sounds a bit like over-reach and that they don’t trust their employees to know when they are genuinely sick.
In fact, my Inc. colleague, Jeff Haden, doesn’t like the policy at all. Haden, who I agree with most of the time, writes:
To keep reading, click here: Chipotle Wants Sick Employees to Verify with a Nurse. This is a Very Pro-Employee Move. Here’s Why
by Evil HR Lady on December 5, 2019
Hiring new graduates is a great way to get talented and enthusiastic entry-level employees on board. However, those fresh faces pose some unique challenges. Onboarding new employees properly is always important, but especially when you hire new grads. For many of them, their position at your company is their first experience spending consistent time in an office. As such, they may not know the ins and outs of workplace etiquette and expectations.
Even a new graduate with multiple internships under their belt probably won’t have experience with other aspects of working life, such as health insurance and 401(k) plans. A great onboarding program sets them up for success from the beginning. Here are five tips for starting new grads off on the right foot.
1. Explain Your Culture on Day One
The transition from school to the workforce isn’t always smooth. You can make it easier by laying out what they can expect their working life at the company to look like. For example, even though college students are adults, there are “adultier” adults at colleges who generally go by Dr. or Professor.
To keep reading, click here: What to Consider When Hiring New Graduates at Your Small Business
