Ask MetaFilter questions tagged with HR

HR Interviews and Unorthodox Employment History

Anonymous — Thu, 18 Apr 2013 11:56:56 -0800

I'm an ABD Ph.D student pursuing a really awesome job opportunity as my next step. The firm has moved on to asking me to interview with HR to talk about my employment history, relationship with supervisors, etc. I have a solid resume, but I have one element of my recent history that's complex and difficult to explain. It's not complex-bad, just complex, and I'm not sure how to pitch it to HR. I've been employed (in the "receives a W-2" sense) by one firm throughout my grad school career. I used to work for them full-time, and they've retained me on as an employee, on an hourly basis, to consult on some relevant projects. I've worked full-time during a few summers and winter breaks. I report directly to the president and owner of the firm (it's a small biz), and he has been completely awesome about helping me negotiate my availability and his requirements. My hours are, when I'm not full-time, highly variable. During a few projects I've gone above half-time; lately I've not been billing any hours because of writing my dissertation. My job title is kind of impressive, because I am the most senior person in the firm with my skill set, even in the current situation. However, it's definitely the kind of job title a non-technical person gives a technical person. My hourly rate is $X, but during crunch-time projects, my supervisor has temporarily raised my rate to 2*$X, to reflect the more intense nature of the commitment/work.

How on earth do I answer questions about my yearly salary and such? I don't want to get bogged down in explaining this situation in grueling detail, but I realize that if I gloss over it, this is likely to sound a little sketchy.

Help with planning/proposals and options for Maternity Leave!

miss_scarlett — Mon, 08 Apr 2013 11:34:21 -0800

So, Happy news: Pregnant! Dilemma: Maternity Leave options & planning I have a wonderful and unique position in my organization, and am the first (and only) individual to hold this position. I have built the job from the ground up, according to the
mandate of our department and also around my own skills, interests and abilities.

But - I do work alone. No one to 'cover', even in a rudimentary way (well- aside from message taking) whilst I am gone.

While I have no intention of leaving, or being away for a VERY extended period of time, I do plan on taking some time after the little one is born.

My *ideal* (possibly pipe dream) situation would be to take 2.5-3mos off, and then arrange a .7 return for a few months more - possibly even with a take-baby-to-work option - before returning full time.

I have, so far, had a difficult time finding any precedents/accounts of unique situations when it comes to maternity leave! Any insights, suggestions or personal experiences mefites have to share would be greatly appreciated - and to be clear, any perspective is valuable to me (worker, employer, SAHP, WAHP or what have you)

Pertinent information:
-I am categorized as a Full-time, 'Out of Scope' Employee for an organization that is VERY family oriented
-my job is research and communication based - I work solo (sometimes with volounteers onspecial projects) and meet by appointment, so potentially ok for on-the-job baby
-I live in Alberta, Canada
and
-I have not yet contacted my HR Department - I want to go in with as much information and as much of a 'proposal' as I can!

HR interview followup

stupidsexyFlanders — Thu, 28 Mar 2013 07:30:02 -0800

When a company invites you in to interview for a professional position, you spend half a day speaking with multiple people, and then they choose to not contact you in any way regarding the outcome of their search - - is that 100% douchebaggery, or are there legitimate HR/legal reasons they might behave this way? To be clear, I'm just talking about sending a quick email saying, thanks for coming in, we've made a decision, best of luck in future.

Reaching out to HR people after applying online — best practices?

doctorpiorno — Tue, 05 Mar 2013 07:53:38 -0800

Two months ago, I applied online for a position at a US-based software developer and have not heard back from them beyond an automatic receipt confirmation. The job, along with related vacancies, is still published on their site. Would it be acceptable to contact the company's HR manager via e-mail or LinkedIn to express my continued interest in the position? Snowflake details inside. While they may just not be that into me, the position does fit my profile incredibly well and I believe my application was pretty solid, so I am reasonably sure my resume has not gone straight to the bin. Besides, I have reasons to believe that the project they are likely hiring for has not yet reached the stage where they would need someone like me, so for now I am working under the assumption that they have not yet started the recruiting process in earnest.

However, I cannot help wondering if there is anything else I could do to push my resume up to the top of the pile, and one thing I am mulling over is reaching out to the company's HR manager to (re)state my interest in the position.

There are two additional reasons I feel this may be a good idea: first, the specific job posting I applied to vanished from the site for a couple weeks, only to reappear later, and I would like to make extra-sure that my application —which preceded the disappearance— is still on file somewhere (and resubmit it if it is not); second, I now have an extra item to add to my CV. I could not disclose it at the time of my application due to confidentiality agreements, but now I am finally free to talk about it and it is highly relevant to the job offer, enough to make me a more attractive candidate.

However, I am not terribly good at navigating HR waters (especially in the US) and I am not sure how contacting them would be perceived. Would it be taken as a proof of my interest in the position, or is it more likely to be considered spamming? I know it is good policy to get in touch with HR with a thank-you note after a job interview, but my application is nowhere near that stage yet.

If this is a good idea, how would you recommend I do the reaching out exactly? I found their recruitment manager via LinkedIn, but they are a third degree connection. Should I aim to get an introduction through common connections, despite the two degrees of separation? Or would paying for a premium account and contacting them directly via InMail be a better option? Assuming I can find the e-mail address of the HR manager online (I have found one, but the source might not be reliable), would e-mail be the preferred channel? Or am I overthinking things terribly and should just sit tight and wait for their recruitment process to actually start?

Thanks in advance, Hive Mind!

I am being investigated by HR, should I let them or quit?

FJT — Tue, 19 Feb 2013 19:30:10 -0800

YANM HR person/Hiring professional, but I am in terrible need of help. A picture was submitted of me nodding off and now HR is investigating me for misconduct. I have had no previous incidents before, but believe this is only going to get worse. Should I stay and go through the investigation process or leave? And if I do quit/resign how should I go about doing it? I was the asker of this question. Consider this the sequel, or the final act.

I work in a computer related desk job for a mid-size manufacturer and had my picture taken at my desk when I was falling asleep and submitted to HR. I learned this in a meeting with an HR manager and they told me that because of this incident was submitted to them, I was going to be investigated. When asked if I was going to be let go, they refused to say but did not deny the possibility. I told them verbally that I was asleep briefly because of studying for classes (this was true & I had other more personal issues, but I did not want to share them). Also I told them that I had once been told not to sleep, but it was "a very long time ago" (2 years ago). They wanted me to produce a written statement of what I said, but I told them I was too anxious to do so right now. And I think they knew I was anxious and extremely worried since I had that expression and wasn't sure what to say most of the time during the meeting. So, I have only said the above things quoted and have not done anything else.

The investigation process seems to require a review by HR personnel, my boss, and higher up bosses in my department. Looking through the employee handbook, it looks like the basic process is going to involve them reviewing and interviewing me and then some sort of judgment that involves a tiered demerit and may include being fired. Anything that happens during this process is documented and placed in my "confidential personnel file" complete with the usual rigmarole of dates and signatures. Since nothing has been signed or written, I don't think this process has begun yet, but I'm not sure.

My own boss probably approves of this investigation (he may have turned in the photo too), so I won't have anyone to defend me. In addition, he's been under pressure from his bosses a lot and will probably not defend me in any capacity. This is the primary reason why I think I'm going to be let go. They have been implying about "cuts" among the team for the last 3 months, and have gradually ratcheted up pressure with stricter rules, more employee tracking, and more admonishments (to me and the group). I've tried my best to stay out of trouble, but that's clearly not worked.

A few final things. Keep in mind that I have never been written up at all for my entire five years at my company. Also, I'm not in any significant financial stress right now, so collecting unemployment is not a number one priority. I work in California if that makes a difference.

My questions are(especially to anyone in the HR or hiring field):

Why does the investigation process require a statement and has it begun?
Would it be better on my resume to quit or to go through their process?
- If I quit before the investigation, will this incident in any way be reported to potential future employers? Will quitting look worse than the alternative to them?
- If I do go through the process and get a black mark and leave my job after the process (willingly or not), would this be an impediment to finding employment elsewhere?
- Are there any other implications to either quitting or going through the process that I should be aware of?
What work emails and correspondence should I grab to defend myself?
When I do submit my resignation, should I mention my own feelings as to why I quit or keep it as professional, cordial, and vague as possible?

Thank you for any answers that are provided.

How to deal with strange co-worker?

exhilaration — Thu, 24 Jan 2013 13:58:52 -0800

One of my relatives got a strange note from one of her co-workers. She was minding her own business when this guy comes by and gives her a note that says, "I'm sometimes suicidal. My niece makes me feel better, maybe you can make me feel better too." Should she tell HR? Call the cops? What does that crazy note even mean? More details below... I don't want to get too specific but this firm prepares chemical solutions. She's one of the professionals with an advanced degree and this guy is a lab technician in his early 20's; she doesn't know much about him besides his name. She went to him later and told him she couldn't really help him and gave him the number to a suicide prevention hotline. She hoped that was the end of it but the guy seems to have taken that as a sign of affection and is trying to get more friendly with her.

I told her to talk to HR but she's scared that if they reprimand or fire him he'll blame her and come after her. Sometimes she works late and is alone in the building so she doesn't want to make any enemies. She's really freaked out at this point, what should she do and how can I convince her to do it?

Work Goals?

polywomp — Wed, 23 Jan 2013 12:00:23 -0800

I am supposed to come up with a few personal and a few team goals for a meeting at work. I am someone who always leaves the "Objective" section of resume blank because this stuff is alien to me. Anyone have any insight into management expectations with this stuff? I work in graphic/document design. I deal with internal employees only, who need design work done for the outside clients. Mostly formatting documents. I've only been here 5 months, but have a good handle on the job and our processes. I can't think of anything that would streamline or make these proceses more eficient, really. The examples my boss provided were from HR and just had things like "Bring in $amount revenue in this quarter" - things that are not at all applicable to my group or job.

Anyone have anything that might serve as inspiration for this? What kinds of things you'd expect your employees to come up with or you came up with if you were ever asked similarly?

Maybe I am overthinking it.

How to not give myself away to HR?

foxy_hedgehog — Tue, 18 Dec 2012 14:09:48 -0800

Interviewing for a new job. HR has asked- in writing (email) - for current salary (which is low, in part due to location in low-cost-of-living state) and salary expectations. Because they want this in writing, it doesn't seem like I can obfuscate with the kind of answers that are usually suggested for in-person interviews. Any suggestions? Details within. I currently make about $60,000 in a job based in an area with a very low cost of living. The new job is an academic executive directorship at a law school in an area with a high cost of living, and I'd like to make at least $80K. I don't feel I can tell them either of these details straightforwardly without either lowballing myself or eliminating myself from consideration as too pricey. I'd greatly appreciate your help in how to reply.

My employer stole my money?

cartoonella — Thu, 13 Dec 2012 10:51:18 -0800

How to pursue check theft with my employer Over the past year or so, my workplace has had a rash of random thefts - everything from computers and microphones to jewelry and clothing, phones and chargers, to bowls, plastic tableware and coffee creamer. There was a lot of hand-wringing and holding of meetings for a while, and then nothing - just a directive to employees to not bring in items we don't want to lose, and lock up everything else.

The response from management was a bit lacking. I felt unsafe and resented the fact that nothing had really been redressed. I had asked about compensation for my lost items (a phone charger and some burnable cds) and they said they weren't going to compensate me.

I brought it to the green. I got some advice to go to the police if it continued. I hadn't done that yet, but was considering it.

So - a friend owed me some money recently, and wanted to send me a check for it. I asked him to send it to me at work, because the mail delivery at my apartment can vary as to times, and I'm at work all day. So I asked him to send the money to me at my work address. I now realize that was a terrible move.

I waited for a week, didn't receive anything. The guy swore up and down he'd sent the check. All I knew was I hadn't received it, so I asked him to check with his bank. He did - and sent me a copy of the cleared check, which had been endorsed by - my employer!

I was stunned. It wasn't something HR would do. Somebody saw that envelope and figured it must contain a check. They opened an envelope addressed to me, stamped it with the company endorsement stamp, and cashed it. I mean, this is what I assume from what I'm seeing. I told my employer, and emailed HR the copy of the cleared check. No response yet - they're "working" on it.

The check was for $100. I assume my employer has theft insurance, but I can't get a straight answer from them. If they refuse to compensate me, is it time to file a report?

I'm also a union member - I have a call in to my union rep in case they can help, but I doubt it. They tend to side with management, even in one instance when they felt I was in the right. "I agree with you on this," the rep told me, "but is it worth making waves over?" That's their attitude, so not holding out much hope for that quarter.

I mainly want my money back, but I'm also wondering which fellow employee of mine had the cohones to open a check addressed to me, and cash a check made out to me. I'm not into vigilante justice or anything, but it would be nice to know that this person has received some sort of warning or wrist slap or SOMETHING. It has to be someone in the admin office, because they have access to the company endorsement stamp. Also, the name of the bank that processed the check is printed on the photostat of the cleared check. HR could probably easily determine which of their employees use that bank. I mean there are ways to narrow down the range of possible folks here that could be responsible.

Also - if someone has cashed my check, is there anything else the bank could tell me about this? The check was cashed at a bank where I don't have an account. Should I pursue details with them like what time and day it was done, which branch, etc? Am I vulnerable to further ID theft? What steps should I take to try to prevent further incursions on my finances and my sanity here?

I'm glad the check wasn't for a huge sum of money, but I'm still out $100. Any ideas appreciated.

Looking for new job whilst in training.

trogdole — Fri, 23 Nov 2012 07:53:10 -0800

[Job-filter] How do I add a job to my resume that is both a contractor job, and more importantly, I haven't finished training at? I don't want to put that I'm not employed, since I am. And I don't want to say that I'm doing xyz for this company, when technically I'm not yet. But there's a good opportunity for another job that isn't seasonal, and I want to grab it while I have the chance. I know there has to be a way to swing this.

Canadian job sites

thewalrus — Wed, 14 Nov 2012 21:53:46 -0800

What are the largest Canadian job-search/job-posting aggregation sites these days? For example, indeed.ca , what are its main competitors? What are the go-to job posting sites for HR people these days? I'm asking for a relative that is searching for a technical/engineering position in the Alberta oil business.

Help me avoid hiring Patrick Bateman.

the foreground — Fri, 02 Nov 2012 09:53:15 -0800

HR filter: What are some good questions to ask a job candidate during a final interview before extending an offer? We are a small firm with no formal HR department. I have been tasked with hiring a person who will serve as something akin to my deputy. It is a highly focused, skilled position, which will also involve a substantial level of training. We have gone through the first round of interviews with about 10 people, and have identified one candidate who is clearly head and shoulders above the rest in terms of overall fit, attitude, logical career progression, is seemingly very mature and in our salary range.

During the first interview we focused on the candidates' motivation, enthusiasm, commitment to holding a long-term position, personality compatibility, intellectual rigor and curiosity. In order to even get to the first interview, the candidate's resume had to pass through a fairly difficult screen in terms of work experience and qualifications, which less than 1% of total applicants did.

I'm hoping someone better versed in HR best practices or the bosses out there can help me come up with a structure and approach for the 2nd (and likely final) interview. How should it differ from the first?

You can assume we will be performing standard due diligence practices such as checking references and some type of background check before extending a formal offer. I'd just like to get some ideas on how to make this interview feel like I have crossed off the appropriate boxes and not overlooked any questions that may identify red flags. After all, it's my butt on the line if this person doesn't work out. Thanks!

Competitors who compensate their staff differently?

helloworlditsme — Mon, 29 Oct 2012 19:33:36 -0800

I am looking for examples of companies in the same industry that have very different compensation structures. Can the hivemind help? Costco and Sam's Club would be an example. Can you think of any other examples?
Bonus points if the company and its compensation structure can easily be researched online.
Thank you, hivemind!

Money Honey If Ya Wanna Get Along With Me

herbplarfegan — Wed, 24 Oct 2012 12:18:52 -0800

Is it illegal for my employer to withhold wages from me? "Delays" in "processing" pay changes have gone on for weeks. On October 2, my employer told me, in writing, that I was to receive a raise and an increase in hours effective Monday October 8. I reported for work, and have now worked two weeks with the new schedule. The paycheck for this biweekly period is tomorrow, October 25. (October 8 was also the first day of that pay period, so there is no pro-rating or partial periods to worry about)

Because my company has botched payroll issues in the past (too few hours on check, takes months to get reimbursed; retroactive changes to salary promised, takes months to get reimbursed; expense account reimbursements, same), I called my manager on Monday to have her check with the payroll department to make sure that they had the changes in the system and they were going to issue the right amount.

She notified me today that they weren't: not only is my check not going to reflect the raise in pay, but it won't include the hours either (for which I punch in digitally online)!

My electric company has a really awful exchange rate for smiles in USD and it's not as if I don't have all of the work hours, and my employer's promise for the wages and hours altogether, in writing.

Can I report this to the BBB? If so, how should I approach it in a way that won't make things worse for me at work? How can a change like this take weeks to establish in the payroll system? Even in that case, why can't the payroll department just cut me a check?

How to deal with sexual harassment in the work place and my feelings about it?

abirdinthehand — Sun, 07 Oct 2012 14:45:32 -0800

I have been sexually harassed at work on two separate occasions, I need help deciding what to do about it and understanding my own feelings. This male coworker is from another department, we know each other but are not particularly friendly with one another in general, meaning we don't have conversations beyond, 'hi hows it going, great see ya later.' He is a bit older than me and married.

The first incident was in the spring, he snuck up behind me and put his chest, only his chest, on my back. I jumped and said 'you scared me.' He laughed and walked away.

The second incident was over the summer, he again snuck up behind me- while I was having a conversation with someone else- and grabbed my waist, putting one hand on each side and kind of squeezing me. I turned around, gave him a nasty look and said 'what the hell?' I immediately resumed my conversation and he wandered off.

Since then nothing has happened, although I saw him a week ago and he told me we were scheduled to be at the same function so I could 'look forward to him harassing me.' I was completely shocked by that comment and had no response at the time.

I wish I had different reactions in each of these situations. My girlfriends say, just tell him to stop touching you! But each time- well he does literally sneak up behind me- he catches me off guard. And I seem to just react. . . I guess I feel almost guilty for not adequately protecting myself or something.

The other thing is, although I've talked to several coworkers about it, I feel somewhat embarrassed about the whole thing and don't want to draw attention to it, or me.

These emotions conflict with my values and how I would like to behave, but I don't know how to be more assertive in the actual moment when I'm just having this gut reaction.

So my coworkers are encouraging me to go to HR, I'm wondering if I should try to address the issue with him first.

Why is paid time off so hard to negotiate?

fries — Fri, 28 Sep 2012 09:04:36 -0800

What is the purpose of rigid paid-time off policies? I recently had this sort of discussion with many recruiters:

Recruiter: Because of [your good qualifications] I can get you 20 days paid time off but, at this company, even people with [even better qualifications] don't get 25 days off so 20 days is the limit.

I understand financial remuneration being based on what an employee is perceived as bringing in to the company. I understand that some personality types need a corner office in order to fulfill their vision of themselves. What I don't understand is

I'm not talking here about customer facing or support position where presence or absence on a shift really matters.

Why, if you are of greater importance to your company you should be required to be there less time, (surely the opposite would make more sense?)

I understand that companies employ people because they need them to be there, but I do not understand the link to status.

Why, when I ask for more vacation than they want to provide, do they not give a counter-offer of the vacation I want, but less pay? They are slightly aghast when I ask fro more vacation than is on their books.

This sounds like I am just complaining, and to a certain extent I am, but I am wondering what the thinking, or logistics are behind this. Is it really as small-minded as it appears or is there some solid reasoning behind it? e.g. does it have some link to statute or tax benefits?

I understand paying someone more if they bring in more money but I don't see the link between status and time off.

In this area, paid time off varies from about 10 days at some companies to about 30 at others.

Correcting without Lecturing

Kurichina — Tue, 21 Aug 2012 07:22:46 -0800

How do indicate your disapproval with a superior's action without lecturing? I've been at a new job for roughly 2 months now, and while it's mostly good, I'm noticing that my boss tends to make comments about other employees that I don't think are entirely appropriate. For example, we're divided up into 2 groups, both of which she manages. In a meeting with my group she bad-mouthed the other group and said, "every one of them has messed up in the past month" and didn't say in what way. I think that the performance of a different group of employees isn't really an appropriate topic to discuss with me, especially in such a vague manner that doesn't illuminate anything as far as my work goes and really can't accomplish anything other than undermine the sense of comradery between the workers.

It also makes me uncomfortable because I wonder what she says about me when I'm not around.

Being very new, I'm not sure how I can bring this up, but I do think that I should address it personally in some way. If she does it again, it there a "light" way I can indicate that I don't think that it's something I should know about? I want to gently correct her, not lecture or wag my finger, but I can't think of how to do that.

Looking for a new name for the company.

brappi — Mon, 30 Jul 2012 23:23:02 -0800

Need help naming a small HR development business I am in the process of coming up with a name for a small company. HR training focused with services like:
English training & testing (business classes for corporate clients)
Prepping businessmen for overseas management programs
Leadership consulting
Self-study online courses

What (I think) sets the company apart:
Home-grown solutions
High quality service
Any suggestions? Even if you don’t have a suggestion, any ideas on tools or resources I can use to help the process would be appreciated.

Is there a minimum sample size required to use the bell curve for performance management?

r2d2 — Sat, 21 Jul 2012 15:20:04 -0800

Is there a minimum sample size required to use the bell curve for performance management? I was wondering if small teams (3-5) can use the normal curve / bell curve for categorizing employees by performance? I have a feeling that the sample size needs to be much larger than that (3-5) for the bell curve to apply. Anybody know if there is a minimum? If possible please share link to supporting evidence.

Racial Hostility in the Workplace

Ashen — Fri, 06 Jul 2012 06:39:00 -0800

Co-worker just ended a diatribe about different types of Black people. We want to see consequences for this person. How do we write this report to HR? Asking for another person:

"A white co-worker used highly inflammatory language, including VERY frequent use of the n-word, to describe "different types of Black people." This happened in-office, after she yelled at a Black patient. When calmly challenged, she said "I grew up with them. I know how those (n-word)s are (sic). I know better than anyone in this office." She then continued to rant for some time before running out of steam. I am the only person of color in my office."

The person would like to know how to present this to HR in a way that achieves maximum results. The office is within a large medical establishment in NY.

Thanks so much!

How do I handle the salary question when you're on the other side of the table?

LongDrive — Wed, 23 May 2012 23:05:09 -0800

There's been a lot of talk on the green about handling the salary question when you are the interviewee/candidate, which I have personally found helpful on many occasions, but now I'm on the other side of the equation, and would love to hear best practices on how to handle the situation and try to gauge a potential employee's salary expectations. My business is in a very niche industry which makes it very difficult to gauge what industry standard is. We only employ around 4-5 people, all who started out very junior and have moved up salary-wise in a very organic fashion. I'm now in the position where I have to hire someone who is a bit further along in their career to fill a vacancy left by one of those now mid-weight employees.

Furthermore, this is only the second time we are actively hiring someone, as previously it was a very casual process where people just sort of found us at the right time, they stated their salary expectation, and we found the money to make it work.

With this new appointment, I am fielding candidates from very diverse backgrounds. With some, by the nature of their CV and/or specific past employers, I can gauge where they would fall. Currently with our budget, I could only really afford what we paid the person who recently left, which was a figure that only came after two raises in the course of a year. Ideally I would want to start them on the same salary as the last employee and eventually raise them to the same level and beyond.

(tl;dr)Putting aside things like benefits, both hard and soft, are there any tactics that you have personally used as a recruiter or employer to gauge a potential employee's salary expectations before numbers are discussed in detail?

On the flip side, are there any situations where you as an interviewee/job candidate felt comfortable disclosing this figure?(tl;dr)

There are millions of scripts and methods for being on the other side of that conversation and how to deflect those questions, but are there any strategies that can be used to get this information in a way that is respectful to all parties involved?

My gut tells me simply to state simply what I said above, in terms of like, "This is what we paid the last person after a year and I would be looking at a similar figure once you are fully trained", however I am nervous that the figure might be too low for some good candidates, hence wasting everyone's time, and on the flip side, I don't want someone to accept a figure that they aren't truly happy with for the sake of getting the job, and therefore having to manage the resulting feelings/performance issues that usually crop up with that. (Also, I should add that many candidates are coming to us via word of mouth, and not through a formal advertisement, so there isn't the opportunity as such to state what the salary range is)

I'm fully aware this is going to be a slightly contentions question, but I like to think that my heart is in the right place. If I found out the range of one of my preferred candidates was lower than what I paid the last person, I would still offer them the higher amount.

Anyway, thanks MeFi! Look forward to your feedback :)

Can't seem to get ahead...need your experience and expertise.

Anonymous — Fri, 18 May 2012 19:54:19 -0800

I got moved to a new department at work-- only to find out I'm working harder and with less of a break for the same pay. I feel I'm getting punished for being a good worker. How do I civilly and professionally tell my boss this without being canned? A couple weeks back I landed myself a summer job. My boyfriend has been working for the company for almost 3 months now and he seems to enjoy it-- I figured I would, too. They hire in groups and they've been hiring a lot lately. I applied and was hired on nearly immediately. I passed their "technical test" which means I was eligible for their testing position (which pays $10.00/hour). They apparently didn't have that position available because I was only offered packaging despite passing the test. At first, I was doing "packaging" work, or rather, taking electronics that had been repaired or otherwise approved for resale, cleaning them and then putting them in bags/boxes. Easy work but tiring. I quickly "moved up the ranks" and was 2nd to 4th in the production rates within the first few days.

Then a couple days ago, our general manager pulled me aside and said he's noticed my high production levels and said that I was the best candidate for a new position that opened up and that I would report to the "camera department" the next day. Given the fact that he was impressed with my skills, I assumed that I was getting a better position with at least better pay-- boy, was I wrong.
The last couple of days have been hell. The breaks (including lunch) in the other department were 15 minutes with 30 minutes for lunch. Now, I get a 10 minute break (and might I say, given security checks and long hallways, it takes me 7 minutes just to leave the building) and 25 minutes for lunch. I also found out earlier today that I'm not getting any kind of pay raise... and the work? Much harder and much more demanding both physically and mentally. The job is repairing broken cameras.... which involves taking them apart, removing the broken parts and replacing them. I get shocked at least once on every camera I take apart. We're expected to repair or break down 46 cameras a day. I was given a very shitty look from the HR lady for simply ASKING if I was supposed to be getting paid more per hour for working in repair.

How can I handle this without seeming like a "whiner"? Is there a professional way to talk to the boss about it? The other job had better breaks and easier work for the same pay. How is this fair? Is this really that common?

How do we get out of paying for employer insurance during FMLA?

amazingstill — Mon, 30 Apr 2012 12:10:27 -0800

FMLA-Filter: What counts as officially "returned" to work after the 12 week FMLA for maternity leave? This is a question for my wife. She is about to go on maternity leave through her employer. She works full time and is entitled to FMLA. She will continue to have unpaid leave but maintain health insurance through her employer. My wife also plans on eventually quitting her job. Now from what I understand is; according to FMLA, the employer has the right to collect it's paid premiums on the insurance it has maintained for the employee during the leave if the employee fails to return from work. This is defined in section 104, C.

http://www.dol.gov/whd/fmla/fmlaAmended.htm#SEC_104_EBP

This would amount close to $1000 out of pocket by the end of her leave if she would quit at the end. She said she would be willing to work say a week back in the office after FMLA to qualify as "returned" to work as to not have to pay the employer portion of the premium on the incurred insurance she used during maternity leave. My question, how long does one have to return to work to qualify not having to pay insurance premiums while on FMLA? I read her documents from her employer and the linked FMLA atricle but could not find a definition of what counts as "returned", thinking that a week back in the office after maternity would count as not having to pay back the insurance premiums. Has anyone have experience with this? Baby is due in about a week!

Write or flight?

Anonymous — Tue, 10 Apr 2012 12:46:44 -0800

Quit-my-job-Filter: Some long-simmering animosities between my boss and me have just come to a full-rage boil, and I need to leave my full-time journalism job as soon—and as safely—as possible. Ready for the sordid details? Here goes:

I’m a magazine writer. I’ve been at my publication for 14 months, and from the get-go, I’ve had a toxic relationship with the editor in chief. After months of personality clashes, out-of-the-blue outbursts, passive-aggressive bullying, belittlement, dressing me down in front of other staff, taking credit publicly for work that I’ve done, and a whole host of other slimy maneuvers by a psycho boss, the other shoe has finally dropped.

Today, I was called into a conference room. My editor unloaded a litany of complaints—some personal, some professional—onto me. He gave me a firm deadline for a serious feature assignment (due in two weeks) and added that, if I can’t knock it out of the park, he may have to “re-evaluate the value of funding my position.”

My interpretation of this is that he is setting me up for termination. (I’ve seen him pull stuff like this before.) He’s putting in place an ultimatum (“re-evaluat[ing] the value of funding my position”), as well as the conditions for me to fail (the quick-turnaround deadline), so that he can reasonably fire me at the end of the month when I don’t pull off the story.

Now, I’ve been planning on quitting for a long time. And I may finally have an escape plan lined up. I’ve been admitted to a full-time, professional masters program for this fall (totally changing careers; I have no interest in sticking with journalism). Plus, a friend of mine who owns a gardening company has offered me full-time work through the spring and summer.

So my out is coming together nicely.

But here’s the question: Do I put in two weeks’ notice? Because if I do, it means I have to tackle this writing assignment (or at least pretend to tackle it), which I have ZERO motivation to do. And plus I’d run the risk of having something shoddy, embarrassing, and irresponsible published under my by-line.

But if I bounce tomorrow, it will look ugly. And I may run afoul of certain conditions of my employment; a woman from another department who recently quit said something about how she was required to give three weeks of notice. (Can a company really impose restrictions on how you can quit?)

Another question: Would it be possible to hand a resignation letter directly into HR? Hate to say it, but I’m a little nervous of how my boss would handle a face-to-face resignation. It’s not like he’d physically attack me, but he is a pretty volatile guy.

So, MeFites, what’s the best way to leap from this awful situation? Should I just walk out of the office right now?

HR from potential (new) employer is asking for 1) references 2) salary history. This is post interview which took place nearly 2wks ago.

ezekieldas — Mon, 26 Mar 2012 18:47:18 -0800

HR from potential (new) employer is asking for 1) references 2) salary history. This is post interview which took place nearly 2wks ago. I don't think this scenario is in the advice book...

HR from potential (new) employer is asking for 1) references 2) salary history. This is post interview which took place nearly 2wks ago. My experience is that refs are fine at this stage, I do ask "I understand that you are asking for references as you're prepared to make an offer correct?" and the answer is "yes." However, per 2) salary history. I am in the habit of not disclosing and since I've done hiring and had staff in the recent and distant past I've been asked, or told, words to the extent of "our payroll is not public information. Please don't disclose." Also, I've read many, many articles regarding the question of salary expectations and history. At this point I have successfully turned the question around numerous times acquiring a range for the employer's posted requisition. Also, I feel the question posed at initial phone calls is not in regards to a job but more HR research.

Anyhow, I'm half-hearted about this particular organization. I felt the discussion regarding the above was solicitous and aggressive (numerous attempts to get me to reveal salary _history_ from former employer). I defended my position with grace and with courtesy but was wondering if I'm irrationally sandbagging.

My question(s) then: 1) Am I being unreasonable? I really feel it's a disservice to former employers to reveal too many internal details 2) Should I just quote a range and say this is what I hope the offer defines? I feel the upstanding fine and professional organization should be the one to state the figure. This is also what all the seasoned job hunting advice notes.

Lastly, I suppose I'm not asking yes/no advice simply for this instance (which I may very well pass up). I'd like to know how those of you better with negotiation would deal with this.