I’m the managing attorney at a small law firm. We have an employee (paralegal) who is currently out of the office on maternity leave. She’ll be out until September. Her work product prior to leaving was average. However, now that she is not here, I’ve learned of various
I started a job in a warehouse in 2006. I was a model employee, helping other co-workers and not missing work. I got pregnant, and it was a very physical job. I resigned, because there were no openings in an easier department. I had to lift up to
What do you do when your new dream job turns into 14 hours a day of nightmare? Head on over to US News and see what I recommend and make your own comments.
I am happily employed at a nonprofit as a non-exempt employee. Unfortunately, as is true at many NPO’s I do not get any sick pay, holiday pay or vacation pay. The option of becoming an exempt employee is now on the table, but I’m not sure it’s beneficial.
My mother is working part time for benefits until she retires. She has hated this job for many valid reasons. They have reprimanded employees hatefully in front of customers and refused employees time off for medical reasons. She had cataract surgery on one eye and was required to
I hope you can give me some direction. My husband works for a commercial electric company that has several locations across the US. The company has been suffering financially and in March 2009 a memo was sent to employees offering possible transfer opportunities. He continued employed out of
First I just wanted to say that I really enjoy reading your blog. I like your straight forward answers and sense of humor! My question to you is what should a new graduate like me do to get into the HR world? A little bit about me: I’ve
I have a question about dui and job prospects. I know people really do look at your criminal records. Well, my friend is still an undergrad in college right now. He was hoping to get into engineering for the city (so a government job). But just recently he
I don’t hire people; haven’t hired people in years. But, I can still tell you that it’s important to make sure what you send to someone who does hire people is tailored to that particular job. I was reminded of this when I received an e-mail from a
I am the manager of a department of nine, four of whom (including myself) are exempt employees. The exempt staff has, for years, altered their schedules to cover the vacations, absences, and terminations of other staff, both exempt and non-exempt. This has never been a problem before. Two
