10 HR Rules That Would Improve the World

by Evil HR Lady on December 31, 2017

HR is often misunderstood, but that’s just because they don’t understand us. In fact, if HR rules were implemented everywhere, your life would be much, much better. Here are 10 ways things would change for the better if HR ruled the world.

1. Onboarding for Everything

Think how onboarding would change your life. That guy you met on Tinder? He’d come with a packet that explained the benefits of dating him. You could make an informed choice before you spent an hour at Starbucks getting to know him. When you move into a new house, you’d get a tour of everyone else’s house in the neighborhood, along with planned lunches for the first week. Awesome.

To keep reading, click here: 10 HR Rules That Would Improve the World


Anna Muzychuk is taking a stand for women’s rights at her own expense. The Chess Grandmaster won the 2016 Women’s World Rapid Chess Championship and the Women’s World Blitz Chess Championship. She’s currently ranked the number two woman by Fédération Internationale des Échecs (FIDE), which governs international chess competitions. And she’s walking away from this year’s world championships.

She’s not retiring or concerned about her challengers. She’s taking a stand for herself and for women in general by refusing to play in Saudi Arabia. She wrote on 23 December on her Facebook page:

In a few days I am going to lose two World Champion titles – one by one. Just because I decided not to go to Saudi Arabia. Not to play by someone’s rules, not to wear abaya, not to be accompanied getting outside, and altogether not to feel myself a secondary creature. Exactly one year ago I won these two titles and was about the happiest person in the chess world but this time I feel really bad. I am ready to stand for my principles and skip the event, where in five days I was expected to earn more than I do in a dozen of events combined. All that is annoying, but the most upsetting thing is that almost nobody really cares. That is a really bitter feeling, still not the one to change my opinion and my principles. The same goes for my sister Mariya – and I am really happy that we share this point of view. And yes, for those few who care – we’ll be back!

Mariya, currently ranked 6th, deserves an equal amount of credit for standing up to a country that only recently agreed to allow women to drive.

To keep reading, click here:  The Reason this Chess World Champion Is Stepping Away From Her Titles


Employee Background and Your Health Insurance Plan

by Evil HR Lady on December 28, 2017

Does employee background matter when you’re looking for a health insurance plan for your small business? When you’re looking at plans, the possibilities can seem endless, even if there are only one or two providers in your state. Do you want a PPO, an HMO, an EPO, a POS or an HDHP with an HSA? Yes, this alphabet soup all refers to different types of health insurance plans that may be available to you and your employees.

There are pros and cons to each of these plans — and people who love some and hate the others — but the question is, what does your office need? That’s where we get to employee background.

To keep reading, click here: Employee Background and Your Health Insurance Plan

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4 Ways to Keep Employees Engaged During Open Enrollment

by Evil HR Lady on December 27, 2017

You’ve emailed your employees 37 times and put a sign up in the break room, but they still seem to miss open enrollment deadlines. It could be that they don’t understand why it’s so important. The result is that employees can end up with a plan that isn’t the best for them and their families. In fact, many people do, according to The New York Times. How can you get your employees engaged in the process of choosing their health care benefits for the next year, and do so on time? Here are four ideas.

1. Listen to Employees During the Whole Year

If you include employees in the whole benefits decision process, they can see that you’re doing the best you can to provide them with quality benefits. Ask employees what is important to them and invite a few to be on the committee that evaluates plans for the coming year.

To keep reading, click here: 4 Ways to Keep Employees Engaged During Open Enrollment


Like all good parents, our biggest goal is that our children grow up and move out. In order to do that, they need life skills, education, and (probably) a kick in the pants at the appropriate moment. Ideally, we’d like them to finish college or a skilled trade program, get a good job (or create their own good jobs), get married, and provide us with adorable grandchildren. We’d like them to do the latter on their own dime.

So, to help in this process, we bought board games for this Christmas.

See, like most children, ours think the world lives and dies with the internet. There’s no easier way to get their attention than to turn off the WiFi. Their biggest goal at the moment is to get the password that will allow them to circumvent the parental controls that turn the WiFi off and on. No worries, that password is more secure than Fort Knox.

Most internet surfing and video game playing is done independently. But, some of the life skills children need are to play together and to lose and to accept a string of bad luck graciously. While there’s definitely skill involved in some board games, there’s also a whole lot of luck. And let’s be honest–while there is a lot of skill involved at business success, there’s also a whole lot of luck. Don’t let anyone tell you otherwise.

Here’s what we’re hoping our children learn from our new family fun.

To keep reading, click here: Why We Bought Board Games for Our Children (and You Should too )

And tell me your favorite family board or card game in the comments.


George Bailey had big dreams. He wanted to travel and see the world. Instead, he ended up staying in Bedford falls and running his father’s business after his father unexpectedly died. He got married, had a bunch of kids (“You call this a happy family? Why do we have to have all these kids?”) and ran the Bailey Brother’s Building Loan the best way he could. When Mr. Potter took advantage of Uncle Billy’s mistake, George thought his whole life had been wasted.

We learn that it wasn’t and George had done so much good for every one that he truly had had a wonderful life. The community came together and provided money to keep George out of jail and the Building and Loan afloat. Everyone sings Hark the Harold Angels Sing and For Auld Lang Syne and Clarence, the Angel gets his wings.

A happy ending only Hollywood could deliver. But the reality is, George is probably only in his mid-thirties or early forties at the most. He has a lot of life left. And what happened?


Does Facebook Facilitate Age Discrimination in Job Ads?

by Evil HR Lady on December 21, 2017

Many, many companies recruit at colleges and universities. They hold meet and greets, provide free food (a guaranteed method of attracting college students), and conduct interviews that only students at that particular university are eligible for. We don’t call this age discrimination because, theoretically, old people (defined legally as over 40) are allowed to attend college and would be eligible to apply for such job. But, let’s be honest here: We know darn well most college seniors will be under the age of 25.

Is that significantly different than running a help wanted ad on Facebook and limiting it to people ages 18 to 24, as UPS recently did for a part-time package handler job?

Debra Katz, a Washington employment lawyer, says “It’s blatantly unlawful,” in the Daily Mail.

Facebook, of course, says it’s not. It’s just good business sense. Who are the people most likely to want a part-time package handling job?

To keep reading, click here: Does Facebook Facilitate Age Discrimination in Job Ads?


If you ask (almost) any Chief Human Resources Officer about what makes her company successful and she’ll say, “Our people–our talent–are the most important thing! Without them, we would be nothing!”

But, a quick search through job boards finds that recruiters aren’t a top priority for a lot of companies.

  • Bilingual Recruiter $12-$16 an hour.
  • Part Time Recruiter $16-$18 annually (I presume that’s a typo and they meant per hour).
  • Entry Level Recruiter: We are considering candidates who have a 4-year degree or relevant work experience. Since this is an entry-level position, we are willing to consider a candidate with no recruiting experience if they have an incredible student mentality and meet the criteria of our ideal candidate above.

To keep reading, click here: If People Are Your Biggest Asset, Why Are Your Recruiters Earning Bottom Dollar?


We recently had a sexual harassment complaint about an employee. Out of curiosity, I Googled this person and found several websites that list his name and include details about his inappropriate sexual activities and relationships.

Aside from the internal sexual harassment complaint, the internet posts bother me very much. The situation certainly does not make the company look good and it tells me a lot about the employee’s moral and ethical standards. Can I fire him for the complaint as well as what I found out on the Internet?

To read the answer, click here: How to Handle a Sexual Harassment Complaint (When He’s Icky Outside of Work Too)


How Not to Screw Up Your Year-End Reviews

by Evil HR Lady on December 19, 2017

Do you know anyone who looks forward to year-end reviews? Yeah, me neither. Managers don’t like giving them. Employees don’t like getting them. But it’s important to document job performance and goals, and in some cases this is the only true feedback employees receive. (Managers should be providing feedback all year, but some don’t.) As a field service manager, what can you do to make sure you give a great year-end review? Here are five suggestions for how to do it right.

1. Get it done on time. This advice may seem pretty silly. What difference does it make whether the review happens in December or January? Well, it makes a lot of difference to your employees, especially if there’s a raise attached to the review. Employees who don’t get their reviews on time often feel neglected. That’s not the right way to round out the year. And if your year-end review includes goals for next year, putting it off means you’re setting up your employees to be behind in their goals before the new year even starts.

To keep reading, click here: How Not to Screw Up Your Year-End Reviews