Roy Hall claims, in his viral Facebook video, that after notifying The Home Depot that he would be having surgery, they fired him to avoid paying out short and long-term disability claims.

Hall says that after five years at the St. Petersburg, Florida, Home Depot, he had plenty of vacation and sick days saved up, as well as short-term and long-term disability plans, and he intended to have hip surgery. He had needed the surgery for a long time, but his doctor required him to lose weight first. Once he had done that, he informed his management and started the paperwork.

He had the paperwork filled out by his doctor, and on 22 June, 30 days before his scheduled surgery, they terminated him for “not writing up [an] associate].” Hall doesn’t elaborate on what that exactly means, and he states clearly that he believes he was fired to prevent him from using his benefits.

To keep reading and see the video, click here: Former Home Depot Employee Says He Was Fired Because He Needed Surgery


An Open Letter to New Employees

by Evil HR Lady on July 19, 2018

Dear New Employee,

Welcome! We’re excited to have you on board. This is an open letter to new employees because we want to make sure your first few days are as pleasant as possible. Then we’ll start throwing work on you. But for now, welcome! Coffee is in the break room, and if you made it yourself, it’s fresh.

Here’s what you need to know to make your first few days as wonderful as possible:

Please Wander Around

Sure, we went over your benefits package with a fine-tooth comb in orientation, but we didn’t tell you where the bathrooms are. While we know it’s unlikely you’ll catch pneumonia in your first week of work, we want to make sure that’s covered. The bathrooms? Well, if you’re not shy you can just ask someone. If you are shy, run around looking frantic until someone figures out your problem and directs you.

To keep reading, click here: An Open Letter to New Employees


My friend, Pam, was thrilled when her teenage daughter landed a job. As an HR person herself, though, she was surprised when her daughter’s new manager called to speak with her. After all, it wasn’t Pam’s new job–it was her daughter’s

Well, the reason for the manager’s phone call can be summed up in two words: Helicopter moms.

To keep reading, click here: This is how you get a 36 year old living in your basement


Dilemma of the Month: Low Salary Expectations

by Evil HR Lady on July 17, 2018

I’m a corporate recruiter. For candidates that progress to an HR phone screen, we ask their expected salary and share the range we have for the role. Is it appropriate to use someone’s low salary expectations as a reason for not moving forward? For example, I was recruiting for a mid-level management role, with compensation between $125,000-$150,000 per year. Many of the candidates had salary expectations within that range. However, a few candidates that seemed like a good fit only asked for around $85,000 per year. I’m concerned that a candidate who makes so much less won’t be a good fit. Is that the case?

To read my answer, click here: Dilemma of the Month: Low Salary Expectations


WeWork announced that they would no longer have meat at company events and that if you submit a receipt for a hamburger purchased while on company travel, you won’t be reimbursed. The goal is to lower WeWork’s carbon footprint.

A noble goal, for sure. But, I’m not sure they’ve thought through the consequences of this decision. Only 3.3 percent of Americans are vegetarians or vegans, which means the meat ban will likely come across to employees as a negative rather than a positive. (It looks like fish is acceptable, so it’s not a strict vegetarian policy.)

The difficulty of such a policy.

Having only vegetarian catered company events is easy. Whoever does the ordering chooses the menu and that shouldn’t be too problematic. What is more problematic is that they will no longer reimburse meat as part of travel expenses.

Imagine you’re the person in charge of travel reimbursement. You now have to scour receipts to make sure someone didn’t get chicken on those nachos. And what if an employee takes a client or a job candidate out to eat? Is the employee required to say to the client (or job candidate), “Hey, you can’t order that spaghetti Bolognese. No meat!” Because that won’t go over well.

To keep reading, click here: Traveling for Business? WeWork Will Only Reimburse Your Meals if They are Vegetarian


In May, the Harvard Business Review looked at why Danish women’s salaries dropped off after childbirth and never recovered.  In June, the University of Chicago presented a reason: productivity.

Yana Gallen looked at Danish data and found that an eight percent productivity gap between mothers and others explained two-thirds of the pay gap. What it didn’t explain was the slight drop in pay for childless women, who had higher productivity.

Gallen hypothesized that men were actually working more hours than reported, which would mean their productivity per hour wasn’t that much greater (or greater at all) than women, but that their total work output was higher. The Wall Street Journal summed it up as follows:

When all hours are accounted for, it’s possible mothers are equally as productive per hour. But from a business’s perspective, a worker would likely be judged on output per paid hours. Essentially, a father might be more willing or able to stay late to finish an assignment, even if they receive no overtime compensation for the effort.

To keep reading, click here: Harvard: Why Do Danish Mothers Earn Less? University of Chicago: It’s the Productivity, Stupid.

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Your paid time off policy only works if people actually get to use their vacation days. It’s even better if they get to take them when they want to.

Generally, that means during the summer. But what do you do if you’re already short-staffed? It can kill morale if you say “no” to people’s vacation requests, and you could become even more short-staffed if team members call out sick or quit for greener pastures. So, here are a few things you can do to help make sure everyone gets a vacation when they need one.

Plan Ahead

Of course, you can’t plan things perfectly—unforeseen issues often arise. But a lot of tasks can be planned and prepared for in advance. To start, put all the critical deadlines on the calendar; if you’ve got a super busy period coming up, where you really can’t stand to have anyone gone, put that on the calendar as well. Then, tell your team you want them to submit their summer vacation requests by a particular date. If everyone requests different dates, you’re all set. If people want overlapping dates, you’ll have to sort it out.

To keep reading, click here: Building a Paid Time Off Policy that Ensures Everyone Gets a Vacation


Donald’s Trump driver and Lady Gaga’s personal assistant were both well paid at $75,000 per year, but they both sued for unpaid overtime. Lady Gaga’s assistant argued that she worked 24 hours a day, seven days a week without receiving overtime pay. Trump’s driver argues that he has 3,300 hours worth of overtime pay that he deserves. Lady Gaga settled out of court with private terms. But, does Trump’s driver have a case? It could come down to the weight of the car.

Employment law is weird

Under the Fair Labor Standards Act (FLSA), employees are entitled to overtime pay–time and a half–if they work more than 40 hours in a week unless they meet one of the “exemptions.” That’s why we talk about exempt and non-exempt employees.

While the qualifications for exemption can be a bit complex, as a general rule you need to manage other people, have decision making and independent working ability, be in outside sales, or be a highly educated professional. It doesn’t matter whether the employee consents to work on a salary or not–legally the employer has to pay the overtime.

To keep reading, click here: What Lady Gaga and Donald Trump Have in Common: Misapplying Labor Laws


I don’t want to send or receive GIFs at LinkedIn. Now, I can stop myself from sending them, but I can’t stop people from sending them to me, but you can.

I’m a big LinkedIn user. I post something there almost every day. I love to connect with people.

What makes me love it? Because LinkedIn has managed to stay business focused. The fact that it began as a networking site means that most people (in my experience) have their real names with their real experience in their profiles. This keeps the trolls down. After all, if you say you work for Company X and then make a comment about how fat and ugly I am, it doesn’t take that much work to figure out your boss or other company official and then tag them.

To keep reading, click here: Dear LinkedIn, Did You Forget You’re a Business Site?


It’s easy enough to make paper employment records—you just have to write something down. An electronic record, on the other hand, can be a bit more complicated. They have some serious advantages, though.

Ultimately, it’s time to make the switch from paper employment records to electronic employment records, even though there may be a cost to implementing such a system. If your company still uses paper records, here’s why it should focus on this important update.


Where are your paper records? In a filing cabinet? In a desk drawer? Well, who has the key? If it’s one person and they are out sick, is there a backup key? Who has access to that? And what if there’s an emergency—an employee falls suddenly ill, so you need to reach their emergency contact—but the person who has the key to the filing cabinet is out to lunch?

To keep reading, click here: Physical vs Electronic Employment Records: What’s the Better Choice?