Walmart Switches to Jeans but Balks at Chairs

by Evil HR Lady on April 25, 2018

The People of Walmart blog makes fun of what Walmart Shoppers wear. But, it doesn’t generally make fun of how the employees dress, because it’s been pretty standard and boring and no one really stands out.

But Walmart is making a big change in some of its stores–employees will be allowed to wear jeans. And you know what? We will continue to not pay attention to how employees are dressed. This is a good thing.

Bloomberg reports that Walmart is making this change in response to a tightening labor market. Jeans are the casual pants of choice, and it makes it easier to hire people if they don’t have to go out and buy new pants.

You know what would make Walmart an even better place to work? If they allowed their cashiers to sit.

In 2016 the California Supreme Court ruled that companies must provide reasonable seating for employees:

To keep reading, click here: Walmart Switches to Jeans but Balks at Chairs


You should always write a thank you note after a hiring manager takes her precious time to step down from the clouds above to allow you to beg her for a job.

Or something.

Look, I hate this. Just what are you exactly thanking the manager for? Taking the time to talk with you and consider your application for the job, right? But, what were you really doing? You were taking your time out of your day (and often using vacation time from your current job to do so) to try and solve a problem for the hiring manager.

See, just as much as you need a job, a hiring manager needs someone to fill that job. It’s not a situation where the hiring manager gets to feel all warm and fuzzy about being so gracious and kind as to actually hire someone. You won’t be hired unless you bring (or rather, you are expected to bring) value to the company.

To keep reading, click here: Dear Hiring Manager, Perhaps You Should Write the Thank You Note


Talent Shortage? Try a Teenager.

by Evil HR Lady on April 23, 2018

Unemployment in the United States is at 4.1 percent. That, in case you don’t follow, labor statistics is really low. And jobless claims–that is people who have (generally) been laid off is hovering a little over 200,000. Compare that to 2009 where we had a spike of over 600,000 claims.

In other words, if you want a job, now is a great time to get one. But, if you need to hire someone, you might run into difficulty finding someone to do the job. Which is why businesses are turning to teenagers.

Yep. Teenagers. Those are the people we often complain about, but it turns out they are just the solution we need.

This is a fabulous thing. Teenagers have a considerably higher unemployment rate–13.9 percent, which means there are many teens that want jobs and don’t have them. But here’s the problem: teens are better than other low-skilled workers. The Wall Street Journal reports:

To keep reading, click here: Talent Shortage? Try a Teenager.


Can you imagine a job where you have strict rules on what you can wear, what your hair color is, how much you weigh, and with whom you can speak? And with that job comes a minimum wage paycheck? And that women work very hard to get this job?

That would describe an NFL Cheerleader, according to an interview at The Daily with Former New Orleans Saints’ “Saintsation” cheerleader, Bailey Davis. Davis was fired for an Instagram post where she wore lingerie. Now, admittedly, it’s not a whole lot of clothes, but it’s actually more clothing than a lot of the uniforms Davis wore while dancing. It’s kind of hard to stomach the hypocrisy.

In an interview with the New York Time’s The Daily, Davis shared her story. How she dreamed her whole life of being a Saintsation, and worked towards that goal. And what the rules were when she achieved that.  Here are some highlights:

To keep reading, click here: NFL Cheerleaders: Minimum Wage for a Job Where You Don’t Even Get to Pick Your Own Hair Color


We’re in a serious hiring slump. Nearly half of small business owners say they’re struggling to find qualified job applicants, and more than a third have been unable to fill recent openings.

So how can you deal with this extreme labor shortage? Try widening your applicant pool—by considering candidates you previously would have rejected.

Now, hear us out. We know many of the common hiring “deal-breakers” were established for a reason, but times—and the economy—have changed.

How is the job market different now than it was 10 years ago? Let us count the ways:

We’re living in a new world, so it’s time to say goodbye to old expectations and start adapting to a new normal.

Here are four situations that traditionally landed candidates in the “no” pile—and the interview questions that will help you determine if they’re a fit.

To read the four things, click here: 4 ‘Deal-Breakers’ You Should Throw Out of Your Hiring Rubric

Share your “red flags” that aren’t real flags in the comments. Please?


Barbara Bush (née Pierce) died yesterday at the age of 92. A former First Lady, Second Lady, and mother of a president, Mrs. Bush was in the public eye for much of her eye. Anyone in that situation can expect to have all their flaws exposed in the least flattering way possible. But, here’s the thing: while she was a flawed individual (we all are), the world would be a lot better off if we followed her example. Here are five ways Barbara Bush stood out to me.

1. She disagreed politically with her husband and still had a great marriage.

It seems like now, anyone who disagrees over politics must be branded the enemy and we see families ripped apart. The feelings are so strong that we seem to be incapable of recognizing disagreement and remaining close. She explained about her husband’s job,”I don’t fool around with his office and he doesn’t fool around with my household.”

Mrs. Bush and her husband didn’t always see eye to eye on politics. She didn’t seek to undermine him or embarrass him. (And I’m purposely not giving examples because I don’t want people to take political sides.) Jack Steele, who was a longtime aide said, “She’ll speak her mind but only to him.”

To keep reading, click here: 5 Ways The World Would Be Better If We Were More Like Barbara Bush


Remember when then Starbucks CEO Howard Schultz declared that his baristas were now going to spend their time serving coffee and lecturing–oh, oops–discussing race with their customers? Because who better to discuss race relations than a Starbucks employee?

I’m sure that’s what the two black men who were arrested at a Philadelphia Starbucksthought. “Boy, I’m sure glad I’m in a place where the entry-level employees were supposed to talk about race! I’m benefiting from that discussion right now!”

Now, to be fair, Starbucks stopped that initiative almost as soon as they started it. Schultz said it was ended as planned, but people were cynical–it seems more likely that when the entire world didn’t go, “Wow! I want a lecture with my coffee!” Starbucks reconsidered.

Look, racism is a huge problem. This is one of those situations where unconscious bias–the part where our brain lies to us–plays out. Technically, I’m sure, managers are allowed to kick out people who are using Starbucks space and not purchasing any food or drink. But, the fact is, the black men’s behavior was not unusual. People met friends at coffee shops all the time, and sometimes not everyone buys something and sometimes people wait for the others to arrive to order something.

To keep reading, click here: Starbucks Just Learned that Virtue Signaling Isn’t Enough, You’ve Got to Be Virtuous


To celebrate the Pregnancy Discrimination Act turning 40, Senator Tammy Duckworth just had a baby. Well, sort of. Since she’s the first senator to ever give birth while in office, it seems like a fitting celebration for a law that’s been on the books since before most pregnant women were born.

Because the law is so old, you would think most businesses would understand it inside and out. But even Walmart, one of the nation’s largest employers, is in the midst of a pregnancy discrimination suit.

The law, apparently, isn’t super easy for all businesses to follow.

Here are the most common mistakes small businesses make with pregnant employees—and how to steer clear of them.

To keep reading, click here: Your Employee Is Pregnant—Here Are 5 Mistakes You Don’t Want to Make


Last year, the 9th circuit ruled that it was okay to pay a teacher from Arizona who moved to California less than her co-workers because the formula was based strictly on the previous salary and had nothing to do with sex. If the teachers in question had all been male or all been female, the salary discrepancy would have been the same.

This week, though, in an En Banc ruling, they flipped it around to say the previous salary is never a valid reason for a difference in pay.

Many states and cities have made it illegal to ask a candidate for salary history, making basing their current offer on a previous salary difficult (but not impossible). Keep in mind, none of these laws prevent employers from asking what salary someone is looking for. A person who currently earns $50,000 is most likely going to say she is looking for a lower salary than someone who currently earns $80,000. The best way is for companies to state a salary range up front: “This job pays between $75-$85,000. Does that work for you?”

Regardless, using previous salary was a legal way to determine a current salary but the 9th Circuit said no more. Why? Not because of the plain language that allows difference based on “any other factor other than sex” but because the end result can look like illegal sex discrimination. Judge Reinhart writes in the decision:

To keep reading, click here: 9th Circuit Rules Salary History Isn’t A Legitimate Way to Determine Pay


How to Create an Employee Handbook

by Evil HR Lady on April 11, 2018

When running a business, you’re probably so busy with everything that you might not have thought about how to create an employee handbook. In fact, there’s a good chance you haven’t thought about an employee handbook at all.

However, it’s a crucial element to consider in business. Handbooks are legally binding documents that protect both you and your employees. As soon as you hire an employee, you need to have one. Here’s how to go about creating an employee handbook.

Hire an Expert

This may seem like a painful and expensive prospect, but it’s not. Employment law is complicated and each state has its own rules that need to be followed. If you don’t follow the law, you could get yourself into trouble. It’s always cheaper to hire an expert first than a lawyer after you get sued.

To keep reading, click here: How to Create an Employee Handbook