The Right Way to Conduct a 90-Day Performance Review

by Evil HR Lady on September 29, 2017

Many companies have a 90 day “probationary period” for new hires. At the end of this, the manager is supposed to do a sit-down evaluation with the new employee. It’s such a standard thing that we often don’t think about it, but we should. It’s actually an area which can cause your business big troubles if you don’t do it right. Here’s the right way to conduct a 90-day performance appraisal.

Stop Saying “Probationary Period.”

This is not just a language thing–it’s a legal thing. In the United States (with the exception of Montana) all employees are at-will unless they have a contract (such as a union). You do not want to do anything to jeopardize the at-will status. So, stop referring to the first 90 days as a probationary period because it implies that the rules change at day 91. If you can be fired without notice on day 75, does the end of the probationary period mean something’s changed and now you can only be fired for cause? You don’t want to get in the legal battle over that. Just say, “We’re going to do a review at 90 days.”

To keep reading, click here: The Right Way to Conduct a 90-Day Performance Review


We’ve all heard of Impostor Syndrome–where you don’t feel like you’re good enough for the level of responsibility you have. But, an article from Laura Bergells, Impostor Syndrome is not the problem. Expert Syndrome is caught my eye. Bergells writes:

It turns out, Expert Syndrome isn’t even real. It seems I made the term up in a fit of pique. Expert Syndrome doesn’t even have a Wikipedia entry. Instead, it’s called the Dunning-Kruger Effect.

That’s not phrase parity. I’m gonna continue to call it Expert Syndrome, by cracky.

Because no offense to Dunning or Kruger, but people instantly know what I mean when I say Expert Syndrome. You see it everywhere.

If someone with Expert Syndrome browses an article about a topic, they feel they’ve earned a Ph.D. on the subject. If they do an hour’s worth of mediocre work, they update their resume with their accomplishments — then alert the media. They might be tone-deaf, but they believe they can win American Idol.

This is a serious problem in our society. So many people out there are claiming to be experts when they aren’t anywhere near to expert status.

To keep reading, click here: Forget Imposter Syndrome, It’s Expert Syndrome that Should Scare You


What started out as one player, Colin Kaepernick, making a statement about race by kneeling during the National Anthem, has exploded into a national conversation about race, protest, the American flag, and how we should respond to such protests.Overall, the NFL has been supportive of the players’ protests, but on the flip side, NASCAR owner Richard Petty stated he would fire any of his team members who knelt during the National Anthem.

While the politics are hot here, I’m not taking a political stance. I’m asking a question: Can either the NFL or NASCAR legally fire, suspend, or otherwise discipline a player or driver for such a political protest? It’s clearly been damaging to the NFL’s bottom line and if a NASCAR allowed protests there, it would be damaging to their business as well. Remember, while we may see these sporting events as games or races, they are also businesses–big businesses. And the fans (read: customers) provide the cash to keep these businesses running.Without the fans, the business dies.

I reached out to Employment Attorney, Jon Hyman, a partner at Meyers, Roman, Friedberg & Lewis and asked if you could legally fire someone for protesting on the job.

To keep reading, click here: Can the NFL (or NASCAR) Fire People Who Take a Knee During the National Anthem?


What Should Your PTO Policy Look Like?

by Evil HR Lady on September 25, 2017

Vacation, sick time, personal days—it’s enough to make your head spin when you’re trying to come up with a perfect paid time off (PTO) policy for your company. While there isn’t a “perfect” solution that all businesses should adopt, there are some guidelines that will help you make the best PTO policy for your business.

What Do Your Competitors Do?

While it’s important to look at your direct business competitors, what you really want to look at here is competitors for your talent. What businesses are your new hires coming from? When people quit, where are they going? People highly value vacation as one of their benefits. If your “competitors” are offering more vacation, or more flexibility, you’re going to find it difficult to attract the best people.

To keep reading, click here: What Should Your PTO Policy Look Like?


10 Simple Ways to Make Other People Happy

by Evil HR Lady on September 24, 2017

This is an old article, but I thought the world could use some more positivity!

We here at Inc. give tons of good suggestions about how to make yourself happier. We had “10 Easy Ways to Make Yourself Happy in 2016,” “5 Secrets to a Balanced, Happy Life,” and “5 Daily Habits of Remarkably Happy People,” all within the past few weeks. These articles are all fabulous, but what if we want to make other people happy? How can we do that? Here are 10 ways to make others happy, and (spoiler alert) you’ll find that doing them makes you happy as well.

1. Leave a review on TripAdvisor.

My husband and I just got back from a trip to Vietnam and Cambodia. These are poor countries that rely heavily on tourism. Every time we would do an activity and indicated that we’d had a good time, our hosts asked us to leave a review on TripAdvisor. Getting positive reviews can be the difference between life and death for a small business-especially one that caters to tourists. So, if you had a good time on a vacation or you love your local independent restaurant, log on and leave a positive review. You’ll make someone’s day.

2. Let a manager know when you get great customer service.

Most of the time, when a customer asks to speak with a manager, it’s to complain. Switch it up, and when your grocery store cashier is efficient or you watch her handle a nightmare customer gracefully, tell her boss. This will actually make two peoples’ days–the employee and the boss.

To keep reading, click here: 10 Simple Ways to Make Other People Happy


LuLaRoe Sues Blogger to Force Her to Identify Sources

by Evil HR Lady on September 22, 2017

Multi-level marketer LuLaRoe (LLR, Inc. and LulaRoe, LLC) filed a discovery petition this week against blogger Christina Hinks, better known as Mommygyver. They hope to force Hinks to

“disclose the identity and contact information of potential defendents who have damaged LLR and its goodwill by providing Respondent with LLR’s confidential and proprietary business information, information about LLR and its merchandise, and false, derogatory information regarding LLR, much of which respondent has postedon her blog,”

The court filing goes on for 100 pages, but that’s the basic gist of their demand. It’s not a direct lawsuit, but a demand for Hinks to provide information under force of law. They want Hinks to shut up and reveal who told her things about LuLaRoe.

Hinks responded in a blogpost:

The things I’ve written about have been shared all over the internet- not just here with me. Many of these documents have been publicly shared in various groups for disgruntled consultants and customers.

To keep reading, click here: LuLaRoe Sues Blogger to Force Her to Identify Sources

And while I always love when you comment and share, it really chaps my hide when companies try to shut down bloggers, so if you’ve ever thought about sharing something, consider sharing this.


Does the Law Require that You Let an Employee Nap?

by Evil HR Lady on September 21, 2017

Napping is popular among just about everyone other than toddlers, who desperately need naps, but are convinced they are prohibited by the Geneva convention. Culturally, though, we just don’t do it. We get up in the morning, we go to work, and we work until dinner time, in which case we go home, eat, watch Netflix, and go to bed, where we are supposed to sleep all night and wake up refreshed!

Oh yeah, and do the laundry, clean the bathroom, help the kids with their homework, visit our mothers-in-law, and walk the dog. So, some of us might be a bit tired around, say 1:30 in the afternoon. More importantly, some of your employees might want to take a nap. Are you legally required to let them sleep?

Of course not! You set the schedule and they can take it or leave it! Unless you have 15 or more employees and your sleepy employee has a medical reason for the nap. For instance, if your employee suffers from Narcolepsy. This is a condition that can be covered under the Americans with Disabilities Act (ADA). People with ADA covered disabilities are entitled to “reasonable accommodations.” And a nap can be a reasonable accommodation for narcolepsy or other sleep disorders.

To keep reading, click here: Does the Law Require that You Let an Employee Nap?

If you want to nap, but just can’t relax, watch this video. It’s super helpful.



Why Your Boss Makes You Punch a Time Clock

by Evil HR Lady on September 20, 2017

What do you think about the idea of professional or semi-professional (i.e., highly-skilled college graduates) hourly employees having to clock in and out daily and for breaks, etc., especially in a creative field? My company just adopted a product called “Humanity” which requires us to do that and many of us are disgruntled. As a midlevel manager friend of mine said, “no matter how you spin it, it screams ‘we don’t trust you’.”

To read the answer, click here: Why Your Boss Makes You Punch a Time Clock


Why I Would Make a Terrible Traditional Candidate

by Evil HR Lady on September 18, 2017

I haven’t looked for a traditional job for years–I’ve been self-employed for the past 8. But, yesterday a recruiter sent me a job description for a job that actually fit my talents, was in my local area, and that I was qualified for. This never happens. I get lots of info from recruiters in Connecticut (I live almost 4,000 miles from Connecticut, but some database somewhere has me with a Connecticut zip code), and lots of recruiters asking if I’d be interested in jobs that I wouldn’t be remotely qualified for, so this was a bit of a shock.

In considering whether or not to consider the position, I took a look at few “top job interview questions” articles and decided that nope, I could never get through a typical job interview anymore. Here are some of the questions I found and the answers I’d give.

From Monster.

  • How many times do a clock’s hands overlap in a day? I don’t know, I look at the time on my phone like everyone else, even though I wear a watch.
  • Tell me 10 ways to use a pencil other than writing. Pulling my hair back, murder, and 8 other things.
  • Sell me this pencil. Psst, buddy, wanna buy a pencil? You can use it for 10 different things other than writing.

To keep reading, click here: Why I Would Make a Terrible Traditional Candidate

Also, for fun, give me an interview question in the comments and the way you wish you could answer it.


LuLaRoe Changes Return Policy, Costing Consultants Thousands

by Evil HR Lady on September 15, 2017

LuLaRoe Consultant, Samantha Langston, had enough about two weeks ago. She had joined LuLaRoe in June 2016 and believed it was her path to financial success. The company, she says, encouraged her to take out loans to not only buy stock to sell, but an iPhone which was necessary to use LuLaRoe software for sales. As a result, she currently has about $15,000 in debt due to her LuLaRoe career. After finding out about the accusations of LuLaRoe stealing artist Micklyn Le Feuvre’s designs, she sent her resignation letter.

She received “permission” to go out of business (GOOB in LuLaRoe parlance). This is a lengthy process that involves checklists and, most importantly, returning unsold merchandise. When Langston sent her resignation letter, LuLaRoe policy was to give a 100 percent refund on unsold merchandise and pay for return shipping. Langston has $16,000 worth of returns–just enough to pay off her debt.

So, on Wednesday night she was ready to sit down and enter the merchandise in order to ship it back and found out that, without warning, LuLaRoe policy had changed that day. Now she was only eligible for a 90 percent refund, had to pay her own shipping, and would be subject to strict scrutiny on returns.

To keep reading, click here: LuLaRoe Changes Return Policy, Costing Consultants Thousands