HR Office is OPEN! [Archive]

dionysia

06-27-2005, 12:22 PM

I know that over on *cough* the other site, people had a fair number of HR (Human Resources)-related questions. So in that spirit (and that fact that I like to give advice ;) ), I'm opening up a thread for HR questions.

I'm an HR Generalist with 6 years in the field. I have a Graduate Certificate in HR Management and I just passed my PHR (Professional of Human Resources) exam. I work for a software company, handling payroll, benefits administration, 401K administration, stock option administration, 1/2 of the recruiting, legal compliance, and maintaining the personnel files. I am a trustee on the company 401K and the HIPAA compliance officer.

I'll answer questions, post links, etc.

Disclaimer: I am not an employment lawyer, nor do I play one on TV.

So, ask away!

Di

pixiecat

06-27-2005, 12:25 PM

I can assist as Di's backup - 5 years in the field, specializing in benefits :)

dionysia

06-27-2005, 12:40 PM

*high-fives pixiecat*

OT: one of our cats is named Pixie. We call him Stinky though. :D

Di

ee_chick

06-27-2005, 12:50 PM

Oh, thanks ladies!

I have a benefits question. My company is switching from a purely savings style retirement plan (403b, I believe) to a plan that combines elements of a pension plan and a savings plan. Those who are not new employees have the option to switch or stay. I suspect that I'll want to stay with what I've got, but I don't know that for a fact. They're rolling out the information to us over the next month. What kind of questions should I be asking to determine which is in my best interest?

Contributing factors:
They currently gift (not match) 8% of our salary to our savings account
I will likely be having children soon, and I don't know how how that will affect my work schedule. I may stay home, I may work PT (same company), and I may work FT. This would be very important in a pension type plan, right?

dionysia

06-27-2005, 01:06 PM

Aw jeez, I get a tough one right off the bat! ;)

While I worked at $LARGE_SEMICONDUCTOR_TEST_COMPANY, they switched from a traditional pension plan to a 401K plan. Those in the pension plan had the option to stay or transfer their assets over.

For those of us who were more than 5-10 years away from retirement and who did not have more then 10 or so years at the company, it made sense to move to the 401K. It sounds like your company is doing the opposite.

Do you happen to know what kind of savings plan they are looking to switch to? Whole dollar? Career-average? Is it a defined benefit or defined contribution plan? There are pros and cons to each kind of plan.

I would also find out who the administrator of the plan would be and direct questions to them.

Di

ee_chick

06-28-2005, 07:23 AM

Why ask the easy questions? :D

I'll definitely be talking to the plan administrators. I just don't know what I should be asking. I don't know what I don't know. :o The benefits department put out a schedule overnight, and it indicates that modeling tools will be available, which will probably help quite a bit. I originally got just a brochure in the mail and didn't how the heck to approach the analysis.

The plan is a hybrid. The computations are made on an annual basis. It has a defined contribution benefit, where they contribute 4% of our salary annually. The defined benefit plan has a fixed and a variable component. The fixed is 0.25% * (wages up to 50% Social Security wage base) + 0.50% * (wages over 50% Social Security wage base). The variable has us earning "units" at 0.50% * compensation / unit purchase value. This is all computed on a yearly basis.

It seems that if I were to make $100k (for the sake of nice round numbers) and that a "unit" value were $10 that year that I would get:

$4,000 in my defined contribution to be invested as I choose, along with my 403b contribution
$387.5 from the fixed portion
50 units

When I retired, I would get $32.30/mo (COLA adjusted) + 4.17 * unit payout value/mo + whatever I decide to take monthly from my investment account.

Am I close?

I thought that nearly everyone was moving from pension to contribution plans, so I was surprised by this change. Is there a good website for a pro/con analysis on pension vs. contribution plans? I googled, but was a little overwhelmed, and it's not always easy to tell what is unbiased.

Thanks for any guidance, Di!

dionysia

06-28-2005, 08:19 AM

Holy cannoli...

I'm not a Comp Analyst, so my understanding of savings plans is very limited.

I'm going to have to punt on this one.

Links!
http://www.dol.gov/ebsa/faqs/faq_consumer_cashbalanceplans.html
http://www.dol.gov/ebsa/publications/wyskapr.html
http://www.dol.gov/ebsa/publications/main.html#section2
http://www.dol.gov/ebsa/savingmatters.html
http://edworkforce.house.gov/hearings/108th/fc/pensions070704/wl070704.htm
http://www.watsonwyatt.com/us/pubs/insider/showarticle.asp?ArticleID=14328&Component=The+Insider
http://www.pbgc.gov/publications/defined_benefit_pens.pdf
http://www.pueblo.gsa.gov/cic_text/money/secure-4life/secure-pension.htm
http://www.fool.com/Retirement/Retirement02.htm

Di

ee_chick

06-28-2005, 08:38 AM

That's a great list. Thanks so much!

BeakersTrio

06-28-2005, 05:04 PM

I have a question! :D

I just started with a new company about a month ago. The company is small (approx 30 employees) and we don't have an actual HR person, but rather a person who performs HR related activites so I don't really know who to talk to there.

My problem is that I found out that I am required to travel several states away from some training. The problem is, I'm terrified of flying. This training was not mentioned to me until after I was hired and started working there. I never filled out any kind of application or anything saying that I would or would not travel, although in my 2nd interview I did ask if everything was local and I was told yes.

Today I found out that the owner of the company is going to have a BIG problem with me if I don't attend the training and he won't care that I don't fly or that I have a phobia. He is also known to fire people easily so I'm worried that if I refuse to go, I will be out of a job.

Would this be grounds to fire me? Even thought I was not made aware that this was a job requirement up front? Additionally the training is for approx one day and is with one of our vendors (to see how they make our product). I think it is really suppose to be a "fun" thing for us to do, although it is just making me anxious to think about it.

Ummm

06-28-2005, 11:52 PM

i'm working in the HR dept right now as an assistant, can you tell me more about the PHR (Professional of Human Resources) please? thanks!!

DelSol

06-29-2005, 10:05 AM

I'm in HR also but am currently getting laid off at my current job.

I took the PHR and didn't pass :( , I studied and took a course but I thought it was so hard. None of my practice questions even came close the actual exam questions. I plan on retaking it in December.

To learn more about the PHR you can go to:
SHRM Learning System (http://www.shrm.org/learning/)

orLearn more about HR Certifications (http://www.hrci.org/)

Good Luck!

dionysia

06-29-2005, 10:39 AM

BeakersTrio: unless you are in a union or a right-to-work state, your employment with your company is at-will. Which means they can fire you for a good reason, a bad reason, or no reason at all unless it's an illegal reason.

If you are unable to perform the job because of your fear of flying, they are within their rights to fire you. Yeah it sucks, and they REALLY should have mentioned it to you previously, but it's not illegal for them to fire you over it.

Is it possible to drive to the vendor site?

Is it possible for you to consult your doctor about meds to take while flying?

Di

dionysia

06-29-2005, 10:41 AM

I'm in HR also but am currently getting laid off at my current job.

I took the PHR and didn't pass :( , I studied and took a course but I thought it was so hard. None of my practice questions even came close the actual exam questions. I plan on retaking it in December.BeachBride:

Did you take a course approved by SHRM?

Did you use the SHRM Learning System (green books)?

I found taking the tests over and over (on the CD-ROM especially) helped a lot, as did the prep class.

Di

DelSol

06-29-2005, 01:37 PM

Di~

Did you take a course approved by SHRM?
I did take the SHRM approved course at the university I am studying at for my Masters in HRD
Did you use the SHRM Learning System (green books)?
I have the SHRM Learning System. I started taking the big review test but didn't make it through all 900+ questions before my exam. The CD is great and I find it very helpful when studying.

Honestly, I thought I was taking the wrong exam (SPHR). I would say out of all the questions I saw 2 that were similar to the ones I had on the practice exams. I know the questions can not be the same but can't they be a bit similar in nature? Not for me. I got very upset when I saw that.

Now that I am getting laid off, I'll have plenty of time to review everything. I plan on re-reading the modules and re-taking the practice questions.

dionysia

06-29-2005, 02:21 PM

Di~
I have the SHRM Learning System. I started taking the big review test but didn't make it through all 900+ questions before my exam. The CD is great and I find it very helpful when studying.

Honestly, I thought I was taking the wrong exam (SPHR). I would say out of all the questions I saw 2 that were similar to the ones I had on the practice exams. I know the questions can not be the same but can't they be a bit similar in nature? Not for me. I got very upset when I saw that. I ended up taking all 940 questions. Crazy, huh?

I do wonder if you accidentally registered for the SPHR. Because most of the questions on the exam that I had were if not re-worded ones I had seen before, then they were very close.

Di

BeakersTrio

06-29-2005, 03:06 PM

Thanks, Dionysia!

DelSol

06-30-2005, 05:58 AM

I did check to see if I did register for the SPHR instead of PHR but it said PHR, I guess I won't know until the "official" results are mailed to me. Maybe the "testing instructor" gave me the wrong test.

I'll wait patiently for the results, they should be here within another week or so.

October2002Bride

06-30-2005, 11:04 AM

Hi! Im an HR person too and I took the exam and failed it as well I think I got like a 424 or something like that. None of the questions it seemed were even similar to the ones I had studied and I used all the books, CD's etc. I was completely taken by surprised and felt like a total dunce!

Ive been in this field for 8 years now. Its so expensive too to purchase the study guides and take the courses cant believe Ill have to do it again because ofcourse they advise you study the stuff the year of the exam because next year the exam will be totally different, therefore you MUST buy the books that go with that year!

Sometimes I wonder if its just a scam how can you spend thousands of dollars every year until you pass it?

DelSol

06-30-2005, 11:17 AM

October2002Bride~

I was completely taken by surprised and felt like a total dunce!

I felt the same way!

My course cost me over $1,500 but that included the whole learning system.

Well it's time for me to train my replacement, funny they lay me off but I need to train the secretary to do my job for 4 hours day. My job is a FT job and trying to train a 65 yr old lady isn't fun!!!!!! :p

Little Angel '77

07-04-2005, 04:30 PM

Can I ask a question? When you resign, whats the proper way to do it? Verbally.
.. or a letter? Who do you give the letter to- your manager, or your GROUP ... head manager? I have a manager I report to, but we have a main group manager.

Also, if you write a letter.. what should you put in it? Your reasons for leaving? etc. Any thoughts would be appreciated, I have always wondered.....

dionysia

07-06-2005, 08:21 AM

Little Angel,

Definitely in writing, though you may want to resign verbally and then follow up with a letter. The resignation should go to your direct manager.

If your reasons for leaving are positive, then I'd diplomatically state so in the letter: "I regret to inform you that July 10, 2005 will be my last day at Acme, Inc. I have decided to pursue another opportunity that is more aligned with my career goals." Definitely keep it short, sweet, and again, diplomatic. "Thank you for the opportunity for work at Acme. I wish you all the best."

if your reasons for leaving are not positive, then I'd leave out any reason for leaving in the resignation letter and hopefully you will have an exit interview with HR where you can give the true reason for leaving (if you want).

Di

Shannon

07-06-2005, 07:42 PM

Georgiana

07-06-2005, 08:41 PM

I have a..I guess it's a HR related question:

I am a super qualified person that has been struggling to get a job in my area. The job scene is really moderate, so there is no reason that I should not have a full time job. However, it seems that all jobs I am qualified for I get turned down for and I do not seem to understand as to why. I know that I won't be in demand for all companies but this is getting crazy. I have been without a job for over 6 months -something I have never encountered, and I can't seem to get past the 2nd interview. I know that most do not have the qualifications as I have so it makes no sense to me as to why I am not working at this point. I was once told by someone who was evaluating my resume that my resume scared the crap out of them because of all the expeirence that I had... :confused: They added that this could be a problem as to why I am having a hard time getting a job: I may be too valuable?

I have alot of temporary work under my belt because most companies do not hire direct -they go through a temp service. I did that to pick up expeirence and skills in different areas and different types of businesses to make myself more valuable and to show that I can work in different areas of businesses. Not to mention to get my foot in the door of companies that I may be interested in. If I do not like the culture I finish the assignment and move on to the next. I was never fired or let go because of something I did wrong.
Did I shoot myself in the foot for that? Does it make it look like I am a job hopper?

In a nut shell I am too confused as to why I can't get a job. I hope I did not babble on too much for you! :D

Little Angel '77

07-07-2005, 05:11 AM

why do you have to give 2 weeks notice? I just don't see it in my situation necessary :)

DelSol

07-07-2005, 07:10 AM

dionysia & October2002Bride ~

I got my official test score and I got a 488, so close to 500.

I'll be haivng a lot of time on my hands, starting tomorrow, so I'll be studying over the summer.

dionysia

07-07-2005, 08:18 AM

Regarding the resignation letter, how should I handle the customary two week notice? I assume I should put the current date on the letter at the top, but should I say something like:

"I regret to inform you that I am resigning my position at Acme. I have decided to pursue another opportunity that is more aligned with my career goals. I am willing to work through July 22 to help transition my work to coworkers. Thank you for the opportunity for work at Acme. I wish you all the best."The 2 week notice, while customary (and often appreciated), is not required by law. But if you are in the position to give 2 weeks, I would.

I'd word it like this: "My last day at Acme, Inc. will be July 22, 2005. I will assist with any transitioning of my duties."

Di

dionysia

07-07-2005, 08:24 AM

Georgiana

07-07-2005, 10:29 AM

Georgiana,

A few things:
- maybe your resume is not tailored to the job you are looking for? You can highlight specific skills and responsbilities you have had that will appeal to the specific needs an employer is seeking.
- I would work with some agencies that place regular employees. Many of them will help you re-write your resume.
- I would only include relevant and recent jobs you have held. Let's say you have 10 years of total work experience and you are applying for an administrative assistant position. I would highlight skills/responsibilities in my previous positions that are related to administrative tasks. I would also summarize or possibly take out any jobs I held that were not related to administrative positions, as long as it doesn't give you a gap in employment. For example, let's say your first jobs were in retail. I wouldn't necessarily include them on the resume. Then lets say for 2 years you went back into retail, but it was in the middle of your work experience. I wouldn't take out that particular retail position, but I'd just include it as "Retail Associate, Macy's, 1999-2001" without much description.

A lot of employers these days are worried about hiring people who are overqualified for positions. We worry about turnover and people being bored too quickly and therefore leaving soon after they are hired.

Di

Hi Di! Thanks for the post!
My resume is administrative based. Do you mean I should tailor it more towards the type of business I am applying to? What I did on my resume was since I worked at couple of temp services, I mentioned the companies and the type of admin work I did.
As far as my resume being revamped, I asked the specialist to critique and provide suggestions on my resume to make it more marketable for them and they all told me that my resume was fine. One friend that is a HR person in California gave me tweaking suggestions and I was really effective.
I never understood what "over-qualified" meant :confused: I am thinking that if I'm not interested in working for your company, I would never apply. However I guess you guys see it in a different way... :o
Also, Do you think if a person working through temp agencies and indicate it on their resume gives the impression that we can't hold a job or or job hoppers?

Lydia

07-07-2005, 11:47 AM

dionysia

07-07-2005, 11:54 AM

My resume is administrative based. Do you mean I should tailor it more towards the type of business I am applying to? What I did on my resume was since I worked at couple of temp services, I mentioned the companies and the type of admin work I did.
[...]
I never understood what "over-qualified" meant :confused: I am thinking that if I'm not interested in working for your company, I would never apply. However I guess you guys see it in a different way... :o
Also, Do you think if a person working through temp agencies and indicate it on their resume gives the impression that we can't hold a job or or job hoppers?As for tailoring your resume, I'd look at the specifics of a particular job for which you are applying and highlight similar/identical things you've done at your positions.

For example, let's say the position you want requires the Admin Asst to set up meetings in Outlook, keep the Director of Finance's calendar, answer phone calls & email, and is in a Software company. In my resume, I'd order the job responsibilities that I've had with the stuff that's most relevant to the job I want at the top.

An example of overqualified: we currently have an opening for a Recruiter. 3-5 years experience, full recruiting life-cycle responsbilities. When someone who has been an HR Manager who has 8 years experience applies, they are overqualified. Sure, they could do the Recruiter job, but a) will they be bored? b) how much $$$ will they want, and c) how soon will they leave b/c it's not challenging enough or high-profile enough. KWIM?

If one has 5 years of Admin experience and is applying for a job that requires only 2, then employers will wonder if you are just 'buying time' 'til something better comes along.

I don't think that people who have worked through temp agencies look like job hoppers, but I would want to know more about the assignments. Why were the durations X months long? Why did the person move from X agency to Y agency to Z agency? Was there just no work?

Di

dionysia

07-07-2005, 11:56 AM

I have an interview today for a job that is going to pay significantly less than what I make now. I was told over the phone the salary range. What phrases should I use to negotiate and should I ask for more than the upper end of the range? It would be almost 20K less than what I make now but the location, hours, etc. would make it more worthwhile to me.First of all, do you have a number that is the absolute lowest you would accept? If that number is within their range, then I'd go a little bit higher when asked your salary expectations.

If that number is higher than their range, then you have to go for broke and say "I'm sorry, but I really can't accept a position at less than X."

Most companies' ranges are a little flexible. I say most because there are always exceptions. ;)

Di

Lydia

07-07-2005, 01:10 PM

I looked on salary.com and the median salary for this position is the upper range that the hiring person mentioned. Should I mention that? What about the fact that the posting mentions a minimum of an associates and I have a bachelors?

laura

07-07-2005, 01:24 PM

Hey Lyd,

If this is the college one, they likely have very little flexibility with the salary. All colleges/Universities I've worked at have very stringent ranges directly related to pay grades for each job, and I've almost never seen them go above that. In fact, it's rare to see them offer someone off the street the highest amount in the range.

That said, I don't think it ever hurts to ask. If you want to discuss any college/Uni specifics, email or PM me.

Good luck! :)

dionysia

07-07-2005, 02:12 PM

As Laura posted, Universities/Colleges are usually more stringent with salary ranges than other employers. They most likely have a comp structure in place with grades or bands.

As for salary.com, that data is an aggregate of different sizes of companies, types of companies, and even geographic areas (I know you can search by zip code or metro area, but I don't know how reliable their data is). I don't know how they get their data either and/or how old it is.

Di

Georgiana

07-13-2005, 11:57 AM

This company called to possibly offer me a job. The problem is that they are lowballing me big time and as much as I am dying for a job I want to negotiate a better hourly pay. How can I approach this matter and get possible results?

dionysia

07-13-2005, 01:08 PM

Georgiana

07-13-2005, 01:26 PM

Hi Georgiana,

I'd come back to them with a rate that is reasonable... maybe take their offer, your hope and meet in the middle? I guess it depends on where your 'pain point' is. What's the absolute lowest you could take? Is their lowball offer even there?

Talk to them about what skills (both hard and soft) that you'd be bringing to the company. Butter them up a bit. "I really want to work for Acme. I think it would be mutually beneficial." etc.

Di

Thanks Di for responding...

However, They are trying to offer me $10.00 an hour! The las job I had I was making $15.00 an hour. Can they afford it? Yep they are a huge company and are have several plants all over the country. I know I can make more elsewhere. However I'm backed into a corner and unfortunately I have to take whatever job is offered to me at this point since I have been w/o a job for over 6 months-something unheard of for me..... i'm afraid that if I take the job I will walk if I come across an offer that is better pay. I don't want to job hop so I am willing to meet them halfway on this.

dionysia

07-13-2005, 01:46 PM

Do they know you were at $15/hr previously?

If not, tell them that. Compromise to $12.50 if you feel you can.

Di

Georgiana

07-13-2005, 01:50 PM

Do they know you were at $15/hr previously?

If not, tell them that. Compromise to $12.50 if you feel you can.

Di

Yes they do know that.. When I talk to them tomorrow, I will bring it up again... My friend told me to to tell them that another company is interested in me doing the same job for the amount I am asking for however I am more interested in working for them (the company in question) and would be willing to take the job if they would compromise on 12.50-13.00 and hour.... In other words, Bluff them.... I'm not sure if it would work for me....

dionysia

07-13-2005, 02:07 PM

Yes they do know that.. When I talk to them tomorrow, I will bring it up again... My friend told me to to tell them that another company is interested in me doing the same job for the amount I am asking for however I am more interested in working for them (the company in question) and would be willing to take the job if they would compromise on 12.50-13.00 and hour.... In other words, Bluff them.... I'm not sure if it would work for me....You could bluff them, certainly. But be aware that they may call the bluff or just outright say, "I'm sorry, we can't go above $10/hr."

I'm a terrible liar, though. ;)

Di

lml41981

07-13-2005, 02:14 PM

Georgiana

07-13-2005, 02:19 PM

You could bluff them, certainly. But be aware that they may call the bluff or just outright say, "I'm sorry, we can't go above $10/hr."

I'm a terrible liar, though. ;)

Di

You know what? I totally forgot!

My boss on the night shift at the Jail ( I have a part time job w/ the Sheriff's Dept.) is in upper management at this company! I am going in tonight and I will talk to him about it and see what he thinks!

dionysia

07-13-2005, 04:43 PM

I know I've asked you about exempt/non-exempt employees before...but I need a refresher, if you don't mind.

DH is now a contractor. He is an employee of Company A (his paychecks will come from Company A), but is working for Company B. Company A had said there would be the opportunity for overtime, but Company B said they do not pay overtime. DH said, "At all? Not even when I am primary on-call?" The boss said, "We might be able to work something out and pay you overtime when you're on call."

I thought it was overtime or no overtime, not this whole "sometimes" bit. Who is technically responsible for his pay and determining whether or not he'll get overtime? Are the rules for contractors different from regular employees, too, because he was told he wouldn't get time and a half for OT, but straight time. The whole money issue is confusing us...

Add to that the fact that if we wanted to do health insurance through Company A, he'd have to sign a new offer letter and lower his pay $2/hour...we're frustrated with this situation...plus he's not even doing the work he was told he'd be doing. :rolleyes:Your DH's issue is not an exempt/non-exempt one necessarily. It's a Consultant vs. 1099 vs. W2 one.

He is a W2 employee of Company A, yes? Is he an exempt employee of Company A?

If he is a non-exempt W2 employee of Company A, he will be paid by Company A at a rate of one and half times his regular hourly wage for any time worked over 40 hours in a workweek. It is then up to Company A to bill Company B for his services. If Company B does not want to pay overtime, then it is up to Company B to tell Company A that.

If he is an exempt W2 employee of Company A, he will be paid his straight rate for all hours he works and bills.

If he is a contractor (1099) of Company A, then he will receive straight time for all hours he works and bills, but he is not eligible under the FLSA (Fair Standards Labor Act) for many of the job and wage protections.

Di

lml41981

07-13-2005, 04:54 PM

dionysia

07-13-2005, 05:03 PM

Ok, I know he is a W2 employee of Company A and the rate he receives is $xx/hr, according to his offer letter. They specified that it was an hourly rate, which to me implies non-exempt. Is that right? If so, then if I'm understanding you correctly, he gets time and a half for all overtime?Yup, that's correct.

Usually if an employee is exempt, the offer letter will quote the salary in whatever payroll schedule they keep (e.g., semi-monthly, bi-weekly, monthly).

Di

dzil

07-13-2005, 07:20 PM

dionysia

07-13-2005, 07:42 PM

I have two questions - both to do with medical insurance.

First - If I quit my current job, is there any way to prolong my medical insurance an extra few months? I've heard of doing that but I wasn't sure if you can do that only when you are fired.

Second - I've only worked for smaller companies (~40 employees) and in my experience medical insurance is never offered right away, but only after a probationary period. I'm wondering what exactly is the reasoning behind this. Will a new employer be willing to negotiate on the matter? Hi Dzil!

1. If your company offers a group medical insurance plan, you can continue your coverage under the plan after your termination thanks to a federal law called COBRA. You will pay 100% of the full premium of the plan (plus a 2% administrative fee, most likely). You are eligible to continue your coverage for 18 months after it ends. You are eligible for COBRA regardless of if you left voluntarily or not. The only situation in which COBRA could be denied is if you were terminated for gross misconduct. Your employer should furnish you with COBRA information upon your termination.

2. Many companies do not offer benefits coverage (especially medical) immediately upon hire for this main reason: medical benefits are expensive. Health benefits represent on average 5.6% of an employee's total compensation (data is from 2001). At my company, it costs the employer approximately $500/month for each family covered under the HMO plan. If a company has a high turnover rate, that's a lot of $$ paid out for benefits for people who don't stay very long.

2a. Most companies will not negotiate an earlier benefits effective date. It is usually written into their Plan Documents with the Benefits Vendor as to when employees become eligible. If the company is self-funded, however, (i.e., the company bears the burden for paying for medical claims) they may be able to be more flexible on eligibility requirements.

Di

dzil

07-13-2005, 08:17 PM

Thanks Di! That was extremely helpful. :)

Shannon

07-14-2005, 07:26 PM

I know this is late, but thanks for the resignation letter advice. I resigned last Friday and will continue working there through the two-week notice, and I start my new job on July 25th! WOO! :D

Best wishes,
Shannon

dionysia

07-15-2005, 07:46 AM

Congrats, Shannon!!

Di

Annette

07-15-2005, 02:35 PM

I have a Family Leave question.

Are husbands allowed to use family leave when their wives have a baby? We're not TTC for awhile, but I'm a planner so I would like to get some idea of this. I am hoping he would be able to use the 12 weeks after I finish my 12 weeks, so that would be months 3 thru 6. Can he do this? Or can he only take it when the baby is born?
If husbands can use family leave, are companies likely to decline such a request?
His company has over 50 employees.

Is short term disability guaranteed for childbirth? Or do you not get STD if you have a normal delivery? I have STD coverage thru my employer.

Thanks!

dionysia

07-15-2005, 06:46 PM

Hi Annette,
Yes, husbands are eligible for FMLA - the full 12 weeks. Unless you are working at the same company, he can take 12 weeks and you can take 12 weeks. FMLA allows for leave for birth of the child or newborn care, so months 3-6 could work for him. The company cannot deny the FMLA request.

In all the companies I've worked for, childbirth (whether vaginal or c-section) was covered under the Short-Term Disability policy. I am comfortable saying that if your company has an STD policy that childbirth will be covered under it, but I'd check your employee handbook or with HR to be 100% sure.

Di

smiles33

07-15-2005, 08:25 PM

Thanks so much for offering this wonderful thread, Di! I wanted to ask about the possibility of negotiating additional benefits during the annual review process. I work for a university (so this might affect your answer) and didn't negotiate at all when I accepted the offer one year ago because I was given the highest salary in the pay range my position is currently rated at. However, I didn't even consider asking for other additional benefits, like more vacation time or insurance coverage for DH. Is it too late to "negotiate" after you've accepted?

I also wonder whether it's possible to upgrade my position's pay range rating (since I have a JD and it's not required for this job but preferred) and because I handle several additional major duties not within my original job description (e.g., law student counseling, accounting duties, and a quarterly e-newsletter I started last year and continue to self-publish as I write most articles, edit, and lay it out in Adobe InDesign before emailing it out). My predecessor focused solely on program management and administration.

I know my boss loves me and I have had a very good year, but wasn't sure if this was appropriate. I just completed the self-eval at the beginning of the month and am now waiting for our meeting but am not sure how to prepare. My last job was at a nonprofit where my Board of Directors would review my self-eval, give me their written eval, and then they awarded me both a $2500 cash bonus and a 10% raise. I didn't even ask for something specific, as I thought my work would speak for itself. But I'm starting to learn that you have to ask for things in more formal environments (just read a great book called, "Play like a Man, Win Like a Woman" about being more assertive and less like a "good girl" who doesn't demand benefits/promotions). Anyhow, I'd appreciate your input, as I don't want to overstep any bounds.

TIA for your advice!

lml41981

07-16-2005, 09:17 PM

Thanks for the pay advice, Di. Got another question that you may or may not know the answer to.

As I stated, DH is a contractor working for a client of his employer. When he was hired, he was told he'd be doing one thing and now that he's there, he's doing something completely different...what he does has nothing to do with what he was told he'd be doing. As a result, the client wants him to do some stuff that would require John be taught some stuff... He asked if John was interested in doing it and interested in staying after hours to do it. John responded, "Well, sure, as long as I'm on the clock." The guy balked and said, "Woah...you expect us to pay you for time you spend learning?" John said, "If you're going to require that I learn it here, then I expect to be paid. If you will allow me to learn it at home so I may spend the time with my family, then I do not expect pay."

Are contractors generally expected to take no pay for training for work that is unrelated to the original job description or is the client out of line? I realize John needs to work on his diplomacy in answering that type of question...I already told him that in the future, should he be faced with a sticky situation like this, he ought to say, "You know, let me call [Employer Name] and see how these situations are typically handled before I say yes or no."

Annette

07-17-2005, 09:18 AM

Thanks Di!

dionysia

07-18-2005, 01:39 PM

Hi Smiles!

I am not very familiar with the academic setting; I have only worked in private industry.

That being said, I am not aware of any time in my former employers where someone negotiated benefits during a review process. I could imagine a situation where an employer wanted to reward an employee through non-monetary compensation, e.g., increasing vacation days.

As for your question about health insurance: does your university currently not offer health insurance to spouses? With group health plans, usually you can only add a spouse within 30 days of a qualifying status change (e.g., marriage, birth of a child, loss of coverage).

Di

dionysia

07-18-2005, 01:51 PM

He asked if John was interested in doing it and interested in staying after hours to do it. John responded, "Well, sure, as long as I'm on the clock." The guy balked and said, "Woah...you expect us to pay you for time you spend learning?" John said, "If you're going to require that I learn it here, then I expect to be paid. If you will allow me to learn it at home so I may spend the time with my family, then I do not expect pay."John's pretty much got it right. The guideline is that if the training is after work hours, on-site, mandatory, and directly related to the employee's job, it's probably compensable time.

So again, because John is not an actual employee of this company, I would expect that his actual company pays him for the time spent in training and then would bill their client.

I would advise him to speak directly with the company he officially works for to clarify, however.

Di

smiles33

07-18-2005, 01:53 PM

Thanks, Di! I know most people ask for cash compensation/salary raise at annual reviews, but I don't know if we have that flexibility in academic settings since the salaries are pegged at certain levels. That's why I thought about benefits.

DH is currently covered under my health insurance policy as a dependant, but I pay an extra $140/month for him. If I am not offered a salary raise, I may just ask for this at my review and see what my boss says .

dionysia

07-18-2005, 02:28 PM

DH is currently covered under my health insurance policy as a dependant, but I pay an extra $140/month for him. If I am not offered a salary raise, I may just ask for this at my review and see what my boss says .Ask for what? :confused:

It is unlikely that they will be able to decrease your portion of the premium unless they did it across the board for all employees or a certain class of employees.

Di

smiles33

07-18-2005, 02:45 PM

Hi again,

Sorry to be unclear. My university gives us what they call benefit dollars to spend as we want on our benefits (e.g., if I didn't want vision or dental, I could spend all my benefits dollars on health insurance for DH and me). So what I'm thinking about doing if I don't get a salary increase is to ask for an increase in the benefit dollars. You may be right that it's still not possible, but given the fact that they do offer these benefit dollars, it would be more worthwhile to me to have more benefit dollars than a higher salary since the benefit dollars aren't taxed. I guess I was just wondering about the propriety of asking for more benefits. I don't know if this is ever done in a university setting, though I did negotiate for more benefits at my last nonprofit job.

I take it this is not commonly done in corporate employee benefits plans? I wouldn't know, since I've only worked for nonprofits before this university job. Anyhow, thanks for trying to answer!

dionysia

07-19-2005, 07:55 AM

Sorry to be unclear. My university gives us what they call benefit dollars to spend as we want on our benefits (e.g., if I didn't want vision or dental, I could spend all my benefits dollars on health insurance for DH and me). So what I'm thinking about doing if I don't get a salary increase is to ask for an increase in the benefit dollars. [snip]

I take it this is not commonly done in corporate employee benefits plans? I wouldn't know, since I've only worked for nonprofits before this university job. Anyhow, thanks for trying to answer!Ah, ok! That makes sense now. :)

I don't see why you couldn't try to negotiate for some more benefits dollars.

However, take my advice with a grain of salt, as I have only worked in corporate settings and none of my employers has ever done a true 'cafeteria' plan with credits/dollars to spend. ;)

Di

emmjay

07-19-2005, 08:10 AM

This is really nice of you to offer all of this advice!

I have a question - really I'm just wondering what your opinion is. My husband just got a new job and now that he is signing up for the benefits, he found out that for just the two of us we are going to be paying out of pocket more than $5000/year for medical and dental (this is the cheapest possible option - with a $35 copay!). This is waaaaaay more than we were paying before, and seems extremely expensive to both of us.

He called the benefits person to verify that this was indeed the correct cost, and she verified it and admitted that the benefits are very expensive. He also mentioned it to his boss and she also said she thought the benefits are expensive. Basically, had he known about this he would have negotiated for more money up front. I think the recruiter who found him should have mentioned it, but do you think he could ask for more money at this point? He's been there for about a month and they definitely like him - he said he just wanted to mention it and then maybe later he will ask for more money. I feel like since they are discussing it now, he should ask now. Any thoughts?

dionysia

07-19-2005, 11:11 AM

Hi Emmjay:

While I wouldn't recommend bringing up a salary increase or the high cost of benefits now, I definitely would recommend doing so at one of the following times:
- salary or annual review
- 90 day/6 month check-in with HR
- when he's been there for 6 months

I would also advise him to ask the Benefits person how much of the total premium the employer pays. That $5K out-of-pocket may only represent 30% of the total premium! Which means the employer is paying $15K or more to insure you. :eek:

The cost of group health plans has gone through the roof over the last 5 years or so. Many employers are looking for 'creative' ways to design the plans, including high deductibles, high co-pays, catastrophic plans, and Health Savings Accounts.

Di

amorey

07-19-2005, 11:19 AM

What do I tell an interviewer about why I want to leave my current job?

I’m currently employed, but I’m looking for another position. I’ve been at this job for 15 months. There are a lot of reasons I want to leave. I find my projects boring and not quite what I want to do and I don’t really have any friends here or get to interact with people. My company doesn’t really take good care of its employees, either. We don’t have coffee or a water cooler, and my benefits are pretty mediocre. In general, I don’t really fit in with the culture here.

I’ve had a couple of interviews with smaller companies, and I can tell them I’m looking to get out of the large, corporate environment. But tomorrow I’m interviewing at a larger company, and I can’t think of what to tell them. I don’t want to sound whiney or unstable, but this is just a bad fit for me and I need to get out.

dionysia

07-19-2005, 11:23 AM

I find my projects boring and not quite what I want to do and I don’t really have any friends here or get to interact with people.There you go. :)

"My projects are not as challenging as I would like. I have learned a lot in the past 15 months, but I don't feel as if I have a career path here. I am a people person and feel a bit isolated."

Di

amorey

07-19-2005, 11:27 AM

Thanks! You put it so nicely! :)

amorey

07-19-2005, 03:54 PM

I have another question! I got an offer, but I don’t want to accept it. It’s lower than what I’m currently making, doesn’t offer health insurance for the first 90 days, and I haven’t had a great overall experience with the company. All of the “decline” letters I’ve found online say something like, “I’ve decided to accept another offer,” which isn’t true yet. Should I say I’m declining because I can’t afford to take a pay cut and pay for my own healthcare? :confused:

emmjay

07-19-2005, 06:16 PM

While I wouldn't recommend bringing up a salary increase or the high cost of benefits now, I definitely would recommend doing so at one of the following times:
- salary or annual review
- 90 day/6 month check-in with HR
- when he's been there for 6 months

Oh great, this is pretty much EXACTLY what my husband said! I guess I don't win this argument!! :p

Thank you very much for taking the time to answer me - I appreciate it!

dionysia

07-20-2005, 09:24 AM

amorey

07-20-2005, 11:08 AM

I have another offer quesion... how long is it okay to consider an offer for? Is a week okay?

dionysia

07-20-2005, 11:53 AM

I have another offer question... how long is it okay to consider an offer for? Is a week okay?Did the company give you a date when the offer expires?

If not, then I'd sit on it for 3 business days tops. If you need more time, then let them know you would. A week is the max I'd sit on an offer.

Di

amorey

07-20-2005, 11:54 AM

Thanks. The company doesn't provide health isnurance, so I have to find out how much that's going to cost me, and make sure I can get it, which could take some time. If I can't afford the healthcare, I can't take the offer.

October2002Bride

07-20-2005, 12:38 PM

Sorry to change subject I meant to post this here, need advise.

Ok so as some HR people hear know Im in HR. Ive met alot of wonderful people and HR and have befriended alot of HR Mangers.Directors.

One of my closest HR Friends is having a situation and I was wondering if you guys could advise. I know what Id do but I want to be sure that Im not crazy.

Anyway, here is the deal she was in HR as an assistant to the HR Director. Anyway, they promoted her to HR Director when her boss left. Her Boss had trained her and guided her thru the years and my friend had taken all kinds of courses and received certifications, etc but she did not hold a BA in HR or anything similar. Anyway, after a year and a half of working as the HR Director, she enrolled in college and transferred all her credits and lost a whole lot of them so she has been in school ever since. She will graduate next year and she is a straight A student, she also has her PHR. She is married with two kids.

The deal is she has been functioning as the HR Director for this 300+ private company for close to 5 years now and making close to nothing salary. Part of the payroll is hidden from her she has no access to it. WHAT the ef?? anyway she has always suspected she was severely undepaid but she has just confirmed that all the "non minority" supervisors(remmember she is above them) make more money than she does, and she has also discovered that the "non Minority Secretaries" also make more money than she does. The Managers (her level also make more money than she does, take note there are no minority managers in the company)

She was told she would be making a certain amount and yet she hasnt gotten it and she expected she would at least make more than the supervisors and now to her suprise they arent!!!!

She is scared and thinks she is underpaid because she hasnt finished her degree. BUt in my mind that didnt stop them from promoting her in the first place and she has been functioning as such so that isnt a valid reason!

PS her superiors have told her she wont get another job because she doenst have a BA!! I think thats intimidating to say the least.

So what would you do?

dionysia

07-20-2005, 12:54 PM

What would I do?

Call the EEOC.

Seriously.

Di

October2002Bride

07-20-2005, 12:59 PM

THANK YOU!!!!

IS what I said, but she is so scared they being so rich and powerful :rolleyes: :rolleyes:

Ugh! I hate when people are taken advantage of this way. I mean I feel taken advantage of but its no way near or close to this.

I told her to do something. She is scared because she has two kids and is afraid no one will hire her becuase she still doesnt have a degree and most HR jobs(even secretarial ones requiere a BA) but I think she should do something and if she quits Im sure she will get another job for her experience alone. no?

Can you believe the payroll is hidden from the head of HR?

dionysia

07-20-2005, 02:33 PM

I told her to do something. She is scared because she has two kids and is afraid no one will hire her becuase she still doesnt have a degree and most HR jobs(even secretarial ones requiere a BA) but I think she should do something and if she quits Im sure she will get another job for her experience alone. no?I'm sure she will! Many HR people I know don't have degrees. Years of experience and the PHR go a long way.
Can you believe the payroll is hidden from the head of HR?No, that's totally crazy.

Di

DelSol

07-24-2005, 08:41 AM

Hi Di,

What do you think of this position? I'm trying to see if they are looking for a customer service person or someone in HR. I tried to find the job on monster and couldn't.

The position is Account Manager, working with existing clients of an Employee Benefits Consulting company. No selling is required. It is a service position with lots of client and vendor contact as well as detailed review of alternative benefit proposals. We take a very low key approach with our clients, have a very comfortable office setting in a refurbished farmhouse

Thanks!!!

dionysia

07-25-2005, 02:27 PM

What do you think of this position? I'm trying to see if they are looking for a customer service person or someone in HR. I tried to find the job on monster and couldn't.

The position is Account Manager, working with existing clients of an Employee Benefits Consulting company. No selling is required. It is a service position with lots of client and vendor contact as well as detailed review of alternative benefit proposals. We take a very low key approach with our clients, have a very comfortable office setting in a refurbished farmhouse
It sounds like a Benefits Broker position. You'd be assigned some clients of the company and would be the liaison between the clients and the benefits vendors (e.g., Blue Cross, Fidelity for 401K, Mutual of Omaha for Life Insurance). Assessing client needs, assisting them with alternatives to their current benefits, putting together proposals from the various vendors. You'd be advocating for the client based on their needs and population, but you get paid by the vendors. ;)

Di

DelSol

07-25-2005, 08:31 PM

Thanks Di!

That's what I was thinking but just wanted to check with another HR person. I'll talk with the guy and see what he has to offer me.

I have an interview on Friday with David's Bridal, apparently they are headquartered in PA. It's for a Benefits Assistant position, which is right up my alley.

amorey

07-26-2005, 12:12 PM

I have an emergency question!

I’ve been job-hunting recently, and yesterday I got an offer that I like. However, yesterday my boss mentioned to me that he’d like to move me into more of a leadership position, and today he told me that he’s planning on promoting me for sure. But he didn’t mention money. I set up a meeting today in a conference room to ask about it. What do I tell him? That I have an offer? That I don’t feel that I’m being paid enough and feel like I have to consider other options? How much info should I give him?

octoberkate

07-26-2005, 01:13 PM

Job question from me too...

I went to an interview in late May at a law firm to do Governmental Affairs work (basically to be a lobbyist). The partner I interviewed with as well as the HR person told me that the partner was very busy, had quite a bit of travel scheduled and, although they normally get back to people within 10 business days, there is no way that would be possible but they'd aim for shortly thereafter.

I sent a hand written thank you note within 3 days of the interview. Near the end of the 10 days I sent an email to the HR woman telling her that I was still interested in the position and would be happy to provide any additional info if they were interested. She wrote back that they were simply too busy, the partner hadn't had the time to think this through.

In the month of June and early July I sent two emails, each two weeks apart, re-iterating my interest. I got no reply to the first email and to the second email the HR woman told me that the partner expected to have made a decision by "next Friday".

"Next Friday" was four days ago. At this point I hesitate to contact them again because I really don't want to look too needy. However, I DO want to look interested and assertive. It was my understanding that I'd hear a yes or no right away and I have heard nothing.

Do I contact them to see if they have made a decision yet? If so, how do I word it so it doesn't sound like "have you made a damn decision already?".

Also, if I don't get this job, I'd be really interested to know why. I think I had some very unique qualifications that made me perfectly tailored to the position. If I'm wrong I'd like to know what I can improve on for the next job I apply for. Is it ok to ask why someone else was chosen instead? How do I phrase this question?

Thanks in advance!

dionysia

07-26-2005, 02:16 PM

Amorey:
I agree with Maple's advice from your other thread.

Lay it on the line to your boss. The worst that can happen is that you go to the other job.

Di

dionysia

07-26-2005, 02:19 PM

Kate:

It may be a couple of things... 1) they really are crazy busy and haven't yet made a decision; 2) they chose someone else (even then they should send you a 'this position is closed, thanks for your time' email), or 3) the position is still open but you are not the right candidate.

I'd wait a little while, maybe a week or so. Then I'd call the HR person, inquiring about your candidacy for the position. You may never know if the position is still open. If you do get to talk to the HR person or they tell you that the position is filled or that you aren't in the running, only then would I ask why you are not being considered.

Di

Georgiana

07-26-2005, 03:00 PM

Di,

What's a background check? I never had to sign consent forms for such a thing and wondered what takes place? I got hired at a new job and I had to sign a background check. It stated something about a criminal background check (I am cool there..No criminal here!) But that credit reporting thingy? :eek: Shouldn't they have done all that before I was hired? According to my new boss he says they hardly ever do them. I am totally confused....

dionysia

07-26-2005, 04:38 PM

Hi Georgiana,
A background check can consist of any number of things. For example, a criminal record check, a driving record check, verification of previous employment, degree verification, a credit check, etc.

We do the background check after we extend an offer but before the person actually begins employment.

Your future employer must provide you with a summary of your rights under FCRA (The Fair Credit Reporting Act). Also, if any adverse employment action is taken against you based on the findings of the background check, they must let you know and give you the contact information for the background check company so that you can sort out any errors.

Di

Georgiana

07-26-2005, 05:02 PM

MidwesternGal

07-26-2005, 05:37 PM

Hi! Great thread!

I have a couple of questions that are sort of related. It might get long, sorry!

**Background: My DH's job is with a statewide grocery chain that requires fairly frequent transfers (say, every 1-3 years or so) before he makes management. This has caused some trouble for me career-wise.**

My DH and I moved into a VERY small town exactly 13 months ago. I have a B.A. in Communciations and had several internships. However, in this area of the country, my skills aren't exactly on the list of qualifcations for many positions. We lived here about a month and it got to the point where I *needed* to take a job to pay the bills.

That's how I landed my current job as a 3/4 time salesclerk at a bakery. I kept applying for other positions after I accepted this (bank teller, library assistant, etc.) but to no avail. Being overqualified was frequently cited as a reason for not hiring me. I ended up taking another PT position with an "interior design" studio--a glorified carpet and paint store.

Now that we've been here a year, I would like to start applying again for some jobs in nearby towns, and even a few positions in some larger companies in the same town I currently live/work in. Apparently, some people must have retired or quit, because though there are bigger companies here, most of the people in the career-oriented positions are "lifers," meaning no turnover whatsoever. Now, several positions I'm qualified for are open.

What should I say about my little year-long hiatus from the "career" world that doesn't sound like I'm knocking all of them and their town? (The TRUTH: I can't find a job here because you all want an employee with babies who is related to someone in this town, and are terrified because I have a better education/more experience than you do.) Clearly, the TRUTH is not acceptable. The people here just don't seem to understand (or rather, recognize their own bias) that "good" jobs aren't "available" to "outsiders."

On a related note, what should I say to companies about my little employment gap if we get transferred to a larger town?

Here's my other, semi-related question. . . . . with DH's job, we get a week's (yup, 1 WEEK) notice before he has to start his job in a different town. We have no idea when that will be until his supervisor informs him. There is no "asking" or "hinting" around when this transfer will occur, as this is how the company has been run for YEARS--an archaic way of testing company loyalty, I guess. So exactly how bad is it for me to be looking for another job, knowing that we could move in 1 week. . . or 3 months. . . or 5 months. . . or a year? Should I just not even bother? If I do find something, and he does get trasferred sooner than later, can the company I work for *make* me stay, even though he's moving?

Thank you so much for answering my questions!

dionysia

07-26-2005, 06:59 PM

So they can fire me after hiring me if something is "shady" on there? Wow.....Yup, absolutely.

Di

dionysia

07-26-2005, 07:05 PM

Hi Midwestern Gal!

An employer cannot make you stay, unless you have an employment contract with them. 99.99999% of non-union environments do not. Yes, it stinks that you may have to give notice without much warning, but that's the beauty (!) of the employment-at-will doctrine. Of course, it works the other way too. ;)

I personally would not want to work for a company for which I am at their beck and call to move, but I'm not your DH! It just seems like poor business practices to me.

In any case, you shouldn't have to explain any employment gap, unless it's asked about. If it makes you feel better to include it in a cover letter, then I'd say that you spent some time making your new house a home after you moved. Or that you were pursuing a hobby, or somesuch. How long are we talking? A few months? A year?

When you say 'year long hiatus' - is that how long you've been in the paint store? I'd explain that away by saying that you didn't find any positions that were in line with your long-term career goals so you wanted to pursue your hobby of interior design. Or something. ;)

Di

MidwesternGal

07-26-2005, 07:28 PM

Thanks Di!

I like your line about "pursuing my hobby!" That's a great idea!

Yeah, my DH and I aren getting frustrated w/his job. . . but we put up with it because the benefits are great (90-10 plan!!!) and once he *finally* is in management (in about 10 years) he will make well over 100k. Which is pretty darn good, considering he never got his degree!

Thanks again! I might be back with a few more questions after I apply!

:)

octoberkate

07-27-2005, 06:51 AM

Thanks for the advice Di!

Kimberland30

07-27-2005, 08:16 PM

This is something I've wondered when sending out my resume. I've had several positions within the same industry. Unfortunately the field I'm in has a high turnover because a lot of the companies go under, merge, or downsize (I'm work in a construction office).

After my last layoff I was in an interview, and this round it seemed like I was being asked a lot why I "moved around" so much. I've worked at 7 different companies in the last 11 years, with only two being because I left...the others were layoffs (one was a special circumstance...they let me go but I won the unemployment claim because their reason was BS). The longest I've been unemployed was 6 weeks, mostly because the job market at the time sucked.

Should I happen to be looking for another job (I'm very happy where I am but you never know)...should I put some type of wording for each employer like
"Reason for leaving: Layoff", or should I just see if they bring it up at an interview? I know when I was in management and we had a resume where someone shifted jobs a lot, it looked bad for that candidate. We didn't even ask. We were looking for solid work history. The last couple times I've been sending out resumes, the responses were very slow and I wonder if this is why.

Thanks!

ETA: The longest I was with an employer was 4 years, the shortest was 7 months. All the others have been at least a year to two years.

dionysia

07-28-2005, 06:56 AM

Kim,
There's no need to put a reason for leaving on your resume, but if you wanted to mention in your cover letter that you have been laid off X times, go for it.

If I know the industry and know that it has had a tough few years, I expect to find a lot of short tenures on people's resumes.

I'll usually ask about why people left a position during an interview.

Di

Kimberland30

07-28-2005, 07:01 AM

Thanks Di!

A lot of the older people in our industry are aware of the companies that have gone under...but new ones might not be. And since I worked mostly with a Government Contractor, many civilian companies don't know. But I'll keep your advise in mind. I hope to never have to look for another job again. I've already decided that should I be laid off again, I'm not going back into contracting. Since 9/11, Government contracting has really taken a BIG hit and civilian work is so boring!!

MidwesternGal

07-31-2005, 07:15 PM

Hi, me again!

So I'm in the process of filling out several applications and sending out resumes. However, my current employers do NOT know that I am hunting for a new position (for obvious reason: if I can't find one, I don't want there to be tension at work). Is it looked poorly upon to mark "NO" in the box in an application when it asks if the prospective employer can contact my current employer?

Also, when it asks "Date You Can Start" can I write "2 weeks from hire date" or would that be bad as well? I would think that shows employers that I want to give the "courtesy" of a 2-week notice to my previous employers as a responsible employee. . . but then again, I'm not in HR, so I don't know!

And just as a side comment. . . . rewriting my resume because I'm overqualified for every job but 1 that I'm applying for is seriously exhausting! :rolleyes:

Kates

08-01-2005, 08:36 AM

Writing a Resignation Letter?

I have decided not to return to my current place of employment after my maternity leave is over and I need to submit a resignation letter soon!

I want to leave it short and sweet (as there is no love lost between me and my manager or the company for that matter!), but professional, Is this format ok?

Dear Mr. Manager

I am writing this letter to inform you that I will not be returning to my position at XXX when my maternity leave expires. My resignation is effective September 21, 2005.

Sincerely,
Kates XXX

What sort of information should I write in the resignation letter that I send to HR? Any advice you could give me would be great.

Thanks,
Kate

jen

08-01-2005, 10:48 AM

Hi There!

Any job openings in HR in the Boston/Metro West area of MA?

thanks!

dionysia

08-04-2005, 01:37 PM

So I'm in the process of filling out several applications and sending out resumes. However, my current employers do NOT know that I am hunting for a new position (for obvious reason: if I can't find one, I don't want there to be tension at work). Is it looked poorly upon to mark "NO" in the box in an application when it asks if the prospective employer can contact my current employer? No.

Also, when it asks "Date You Can Start" can I write "2 weeks from hire date" or would that be bad as well?Sure you can. :)

Di

dionysia

08-04-2005, 01:38 PM

Kates:
Your letter is fine. You do not need to provide any more information than you have either to HR or your manager if you do not wish to.

I'm sure that at least one or the other (or both!) will ask you why you are not returning, however.

Di

dionysia

08-04-2005, 01:39 PM

Any job openings in HR in the Boston/Metro West area of MA?Have you checked the listings on boston.com? Also NEHRA (the New England HR Association) should have listings. www.nehra.com

A good recruitment agency to contact about contract and perm HR position is Winter, Wyman: www.winterwyman.com

Di

jen

08-05-2005, 06:55 AM

Thanks Di,

I have checked NEHRA and Bostonworks... I've found a couple interesting openings in companies that aren't posting on either of those.... I'm wondering what other hidden gems are out there! :)

kam

08-05-2005, 02:22 PM

Oh good - so glad you're here Di!

So say someone I know and love is going to give 2 weeks notice. Say he has 2 weeks vacation left. Now, say employer doesn't want him around for 2 weeks (since he could bring down the organization if he felt tempted to do so, which he doesn't, but usually high-security positions are gone right away). Would he be paid for those two weeks even if they say "no thanks - leave today"? They don't have an employee manual nor does he have any clue what will happen to his vacation because of the lack of employee manual.

I say he should give his notice and tell them he'll be taking his 2 weeks vacation starting that day but he thinks it's *humph* unprofessional.

amorey

08-05-2005, 02:33 PM

Kam, I'm not Di, :) but I just gave my notice, and my company is paying me for any unused vacation that I have.

kam

08-05-2005, 02:49 PM

That's what I'm hoping for, amorey, but his current employer isn't exactly generous. Considering he's spending his weekend working knowing fully well he's resigning on Monday, I would hope that they would at least see that.

dionysia

08-08-2005, 07:19 AM

Hi Kam!

The company would be well within their rights to tell him his last day is X and forget about the vacation.

I would also expect the company to pay him for any unused accrued vacation however.

Di

kam

08-08-2005, 07:24 AM

Damn rights. Thanks Di. I suspect that if he were to ask for the vacation he's earned, they'll pay him for it. They're major cheapskates (hence the reason why he's leaving) but I wanted him armed with knowledge of what they can/can't do.

dionysia

08-08-2005, 08:32 AM

Kam,
In some states (MA included), unused accrued vacation is considered wages and must be paid out upon termination. I don't know your state's law, but since we are an MA employer, we pay out unused accrued vacation to all terminating employees, regardless of what state they work in.

Di

kam

08-08-2005, 01:51 PM

I looked up accrued vacation law on the dept of labor website and we have similar laws (unless they state otherwise in the employee handbook). Thanks Di. I knew there had to be something, just didn't know where to start looking.

kam

08-08-2005, 02:03 PM

dionysia

08-08-2005, 02:14 PM

One last question - what do you do when no manager is around? His direct supervisor, the HR person, and their boss are all out of the office. I wouldn't think it's wise to tell folks without telling someone senior first, but no one is around. Should he call the parent company and say "I'm giving my two weeks' notice?"When are they back in?

I'd call Corporate HR and give notice, though probably the first question they'll ask is did he tell his boss?

Di

amberfiddles

08-10-2005, 10:25 AM

dionysia

08-10-2005, 10:35 AM

hey di!
i was wondering if you could help me out w/ a resume ?.
i will be starting my master's degree this fall as a part-time student. i think this is discouraging future employers (even though my degree will be in the field i am applying in). do you have any ideas on a way to word this in a resume? i thought about stating that i would be earning my master's degree part-time through evening classes as work will allow. not sure if that works or not. thoughts? thanks in advance!! How about:
MSW, Acme University, expected Fall 2007 (part-time)

I would also mention in a cover letter that you are taking classes part-time & at night and it would not interfere with your work schedule.

Di

amberfiddles

08-10-2005, 10:45 AM

thanks di!:)

jasonsgal

08-10-2005, 11:28 AM

First of all I wanted to say thank you so much for starting this thread. Hopefully you can help me with my question(s)....

I am covered under DH's health insurance and have been since he started working there. I am pregnant and due in January so I have been seeing a lot of drs. and we just got a call from his hr person saying that they FORGOT to take out money out of his paycheck for health insurance and now we owe around $2500. The company has been paying it but they FORGOT to charge DH. I know that DH should of looked at his paystub a little more closely and saw this but he didn't. IS there anything we can do?'

My next question is that I called Cigna (the health insurance company) 6 weeks ago to find out what the benefits were under DH's plan and was told that his company paid maternity 100%. We would have to pay an initial $25 co-pay to the dr. (only once) and a $100 co-pay to the hospital when we checked in. So, $125 to have a baby! Great news!! Since that call we have bought a house and figured out our down payment money and our moneys for the next year based on the baby, insurance, things to come, etc.. We put enough away in savings in case of emergencies and felt comfortable with our down payment amount.

Yesterday I get a statement in the mail from Cigna saying that we owe $250'ish from lab work on july 11th. I call Cigna and the guy says that DH's company doesn't pay 100% they only pay 80% and we are responsible for 20%!!!!! our out of pocket maximum is $5000 for family!!!! DH's company evidently changed their policy on July 1st and didn't notify us. So instead of paying $125 for the baby it's going to be potentially $5000 + co-pays EACH TIME i go to the DR.

It probably will be $5k because I also have a cyst that has to be removed 6 weeks after the baby is born.

We are at a loss. We are so pissed and angry that they can change this on us. So, I guess my question is .... if we were pregnant under the old plan (please, please please) are we eligible for the old plan bennies? Also, what about the $2500 they want us to pay for insurance? This is almost $10,000 that we weren't counting on.. info we could of used back on july 1st (
prior to us buying a house) when they changed everything.

Thanks for reading my very emotional (and probably hormonal fueled) post...

karen

dionysia

08-10-2005, 12:19 PM

Hi Karen,

I'm afraid my answers aren't what you want to hear.

Yes, your DH still owes for the medical premium deductions his company forgot to take out. Hopefully, he is able to work with the HR or Payroll person in determining a fair schedule to deduct over several pay periods.

The company can change their plan at any time. It seems like they have a July-July plan year and that they went from an HMO to a POS, which would explain for the 20% co-insurance you have to pay. While it is good business to notify your employees in advance of a plan design change, it is not against the law not to do so. Your DH should have received materials on the new plan, but again, if he did not, all his company is guilty of is bad HR practices.

Sorry I couldn't give you better news.

Di

pixiecat

08-10-2005, 12:30 PM

Hi Karen -

I definitely second what Di wrote, but wanted to ask... you mentioned a 5K family deductible, what about an individual deductible? You should only have to satisfy that for *your* benefits. Also, what is the out-of-pocket maximum for the year? I would be surprised if the plan stipulated that you would have to pay 20% with no maximum cap. If you are working within the network, I imagine it would be somewhere around 3 - 5K for an individual?

pc

jasonsgal

08-10-2005, 12:36 PM

Di,
Thank you so much for you quick response. DH has since talked to his boss and she is fed ex'ing a package to him with information on the benefits. She told him that it isn't as bad as it sounds so I guess we will see when we get the package.

Not that he is looking but if he changes his job before the baby is born would I be covered under the new insurance since I have a pre-existing condition? Or is that only if I tried to get my own insurance that it wouldn't be covered because it's a pre-existing condition???

Thanks so much!
Karen

dionysia

08-10-2005, 12:38 PM

Hi Karen,

As long as you have not had a gap in coverage, you should have no issues with pre-existing conditions.

Julie,

The way I understand the deductible, if you are on a family plan, you have to hit the family deductible amount, regardless of if its only one person in that family whose medical expense are paying towards the deductible, kwim?

Di

twainny

08-10-2005, 12:38 PM

(sorry if this question has been posted, don't have time to read 4 pages of q&a)

I am covered until DH's insurance. Does my company have to give me some other benefit, since I don't need insurance from them? (my mom said she got an annuity in the amount of the health insurance or something like that.)

Also, can a company MAKE your spouse not use thier coverage? A friend at my old company said that they have a new rule that if your spouse has insurnace through their company, they have to take it there. just wondering, sounded weird to me.

jasonsgal

08-10-2005, 12:40 PM

pixiecat - sorry, it looks as if we cross posted.
We are under the family plan and the maximum out of pocket is $5000 for family and $2500 for individual. Since I am under Jason's plan and it's family wouldn't it be $5k??

???
karen

dionysia

08-10-2005, 01:02 PM

I am covered until DH's insurance. Does my company have to give me some other benefit, since I don't need insurance from them? (my mom said she got an annuity in the amount of the health insurance or something like that.)No, they are not required to at all. Some companies do reward employees who take coverage under their spouse's plan. Others reward employees who don't take coverage at all, but imnsho that's a bad idea because it encourages people to go uninsured.
Also, can a company MAKE your spouse not use their coverage? A friend at my old company said that they have a new rule that if your spouse has insurance through their company, they have to take it there. just wondering, sounded weird to me.That does sound weird to me. I am not sure whether it's legal or not by itself, but it could create a discriminatory situation, where say, it forces most of the female, married members of the company not to elect health insurance with the company.

I'm poking around online to find out any more info.

Di

camberne

08-10-2005, 01:44 PM

It's a moot point now, but I have a question about when I was out of work for a month and a half and then working half-time for another three months when my appendix ruptured. Since then, a lot of people told me that I should have filed a claim for temporary disability with my employer (I had six sick days that I got paid for, but didn't get anything for the rest of the time that I had to have off). What should I have done?

Thanks!

dionysia

08-10-2005, 01:46 PM

Hi Alice,

I would have applied for Short-Term disability and also an FMLA leave (if you were eligible). You most likely would have had some income replacement other than PTO as well as a job-protected leave if you were eligible for FMLA.

Di

camberne

08-10-2005, 01:53 PM

Yeah, live and learn... I would have thought that my friend, who is the payroll girl, would have mentioned something at the time. *sigh* Now I know at least!! Thanks!

Annette

08-10-2005, 03:29 PM

Also, can a company MAKE your spouse not use their coverage? A friend at my old company said that they have a new rule that if your spouse has insurance through their company, they have to take it there. just wondering, sounded weird to me.

DH's former company actually charged an additional amount if the spouse was covered at their own company. I think it was $75 per month.

pixiecat

08-10-2005, 04:28 PM

There are lots of conversations going on here, but I'm going to go back to Karen's question...

On all of the POS / PPO plans that we offer, there is a separate individual and family deductible. For example, our *individual* deductible (and this is for any covered member of the family) is $500. Our *family* deductible is $1500. Obviously, for a two member household, the deductible would be satisfied at $1000. The $1500 deductible really comes into play where there are bigger families.

So, from my interpretation of your plan (& I could be wrong here!) I think that you need to satisfy $2500 *individual* deductible. Anyway, it's worth asking about!

dionysia

08-11-2005, 06:42 AM

DH's former company actually charged an additional amount if the spouse was covered at their own company. I think it was $75 per month.That's different than telling someone "you are eligible for coverage elsewhere? You can't sign up for our plan."

Di

October2002Bride

08-22-2005, 07:39 AM

Hey Girls!

Just a funny note for you guys.

We had a flood in the office it started on the 8th floor on the far corner of the floor and it came crashing down floor by floor until it hit the first floor. This all happened July 4th weekend probably that Friday(we close the office early at 1PM) Anyway its been a long road for the Administrator of the company etc to get all back in order: new rugs, walls, wallpaper, ceilings, and in some cases furniture. Some furniture was spared but the chairs had to all be replaced.

Anyhow, its now time for the last person to move back into her space. Today her boss one of our Executive VP's calls me upset. So I go to his office and he tells me she has refused to go back to her desk. He walks me to her space and he shows me just how clean everything is. New rugs, new chair but same desk and credenza. Its still brand new looking and he had a maintenance worker polish it etc. Its just perfect, but she refuses and DEMANDS new furniture!!!! She has been with the company 4 months and she has demanded new furniture. She told him he is crazy for thinking that she is going to sit there!! He said "Its fine" she said "It wasnt and if she didnt get new furniture, she would quit!. she said to him " I know where I stand and I will get a new job somewhere else"

She went back to where she has been sitting for the last month and she refuses to move.

Hahahahahah I cant believe this stuff Ah the sh-t I have to deal with sometimes.

Ok so Im off now to deal with this.

Dionysia Im sure you'll get a laugh at this. And oh Im still dealing with that other thing that happened to me :rolleyes: :rolleyes:

dionysia

08-23-2005, 09:51 AM

People are unbelievable.

Di

amorey

08-24-2005, 06:14 PM

I started a new job this week at a company that provides IT services. When looking though our clients, I discovered that my company does work for some controversial extreme right-wing organizations that I would never choose to be associated with myself. It bothered me a bit, but I figured that someone, somewhere must do work for these types of groups, and that this company had decided to take their business.

Today I was filling out the usual new job paper work, including a job application, which I had never filled out. It had basic stuff on it, like prior work history, legal to work in the U.S., are you a felon type of stuff. The last section had the standard, “to the best of my knowledge this is accurate” verbiage, but it also said, “I acknowledge that this company has disclosed to me that it works with Christian and other religious organizations.”

This bothers me for two reasons:

This was never disclosed to me before I accepted the job. I might have reconsidered had I known this.

Second, is this standard? There must be tons of companies that have religious/political groups as clients. Do they all have to disclose this? Or does “works with” mean more than just taking on clients?

What does this mean? What am I agreeing to if I sign this? What are my rights at this point?

dionysia

08-25-2005, 08:13 AM

Amorey-

I wouldn't sign it at this point, simply because you were not told about the clients. If you sign, you are acknowledging (sp?) legally that you were informed about the clients. I'm sure that the company does this to cover its butt if someone were to sue or complain about possible discrimination due to working with overtly religious or political-leaning groups.

Meet with your HR person and tell them that you were not made aware of the clients until you were hired and that you would like full disclosure. You are of course within your rights to quit, but don't expect any unemployment or severance.

Di

amorey

08-25-2005, 08:58 AM

I'm sure that the company does this to cover its butt if someone were to sue or complain about possible discrimination due to working with overtly religious or political-leaning groups.

Would signing mean that I would be giving up rights to complain or sue over religious discrimination? I don’t know if I would be comfortable doing that.

The company is small and doesn’t have an HR department, but I’m going to ask the manager who hired me for full disclosure and see what I get.

dionysia

08-25-2005, 11:18 AM

Would signing mean that I would be giving up rights to complain or sue over religious discrimination? I don’t know if I would be comfortable doing that.No, but your signature would be something the employer would try to use to help its case if such a suit were to come about.

Di

Georgiana

08-28-2005, 04:37 PM

I got an email from a former co-worker telling me about her suspension and how they "got rid" of her job. She also told me that this woman who called herself our supervisor and my boss were secretly keeping files on me,and a coupld of other former co-workers as well as her to get rid of us. They were really keeping files on me so I can't sue for racial discrimination ( I was the only non white out of 2,000 employees). This tells me what I knew all along: this "supervisor" was behind me losing my job at this company and I knew the way they were treating me was grounds for a lawsuit.

Another former co-worker was telling me that her boss, my boss and this "supervisor" were always pulling her aside and asking her about what I be doing. She said she never told them nothing because she felt it was none of their business.

She would also follow me around the company to see if I was up to no good. Even if I was taking a break or discussing business with someone or just even chit chatting in passing (like all co-workers including herslef) she would get in my face and say "GET BACK TO WORK" and would stand there until I walked away and would follow me to my desk.

I was also told that this "supervisor" was going into the system and purposely making errors on work we both did to make us look bad. Also in this department, my former boss kept productivity reports and my numbers were skewed to make it look like I did not do well on my job. I kept going to him about this matter and he did nothing -until I got fed up and revised the report and sent it back out and even emailing it to his boss and his boss's boss.

This woman was miserable to deal with. When anyone had a concern about her no boss would do anything about it and wrote it off as "that is the way she is". If she had a concern about an employee they were quickly repremaned on the spot. This woman would go as far as to make up lies about me to my former boss (when I worked in another department) and she would believe them and I would get repremanded for them. Sometimes I would get wrote up and I would never sign any of them because I did not do anything wrong.

This "supervisor" was given this position for what I think was out of spite by my former boss. As a result, an entire department was going to quit if they had to answer to her. So what my former boss did was hire a girl to be a "buffer" between this "supervisor" and my co workers. So either parties had a concern, they had to go through the "buffer" to take care of things. No one liked this woman because no matter how nice you tried to be to her she was always nasty to you.

Can there be something done about this? As they kept documentation on me I kept it on them...

dionysia

08-29-2005, 07:49 AM

Georgiana,

While your ex-supervisor sounds like a royal bitch, that's not against the law. If you think that she singled you out based solely on your race, that is against the law.

I can't make a call as to whether you have a case for discrimination, but you can always talk to your state's Dept of Labor and/or anti-Discrimination Agency.

Di

kalogrias

08-29-2005, 12:30 PM

Dionysia -- thank you for being willing to answer all our many HR questions!

My question: I want (desperately) to leave my job in April because I think that I will be starting grad school in August and I want some time off beforehand, just to relax. My DH is in the military, so my boss always knew that my moving was a possibility. And I would like to ask my boss for a rec for the grad program I'm applying to because he is well known in the field, and it would carry some weight.

The sticky issue -- my boss has this problem with employee loyalty. Every time someone has left to go to grad school or even to take another job, be curses them out after they have left, and makes their remaining time at the office really bad. So I'm afraid to go to him in mid-September to tell him I'm going back to school, and could I have a recommendation. Also, I'm worried that he'll flip out when he realizes that we've known that DH is goign to be transferred for a while and just haven't really told him (I was planning on giving 2 months notice to minimize pain to myself before this grad school idea came up). My boss is really good at burning bridges and at making life difficult for us.

How is the best way to go about this? Is this even an appropriate thread to ask this in?

dionysia

08-29-2005, 01:08 PM

Hi Kalogrias,

It sucks that your boss is such a PITA. People change, people leave. It's as if he takes it personally when someone leaves?

Anyway, if you think you can get him to write a rec for you, ask for it early (i.e., before you give notice). And then when the time comes to give notice, I would do so using your husband's transfer as a reason. Life changes, nothing against you, yadda yadda.

Di

suzubeane

08-29-2005, 02:04 PM

amorey

08-29-2005, 02:11 PM

suzu, if the all knowing Di doesn't know ;) there a Post Your Tax Questions Here (http://www.constantchatter.com/showthread.php?t=473) thread over in the money section. :)

kalogrias

08-29-2005, 02:18 PM

Thanks, Di!

Georgiana

08-29-2005, 03:31 PM

dionysia

08-30-2005, 07:27 AM

Hi Suzu!

I'd 2nd asking the tax guru, thedoorchick, about 1099s and taxes.

Also, check out the IRS' pages for those who are independent contractors or self-employed: http://www.irs.gov/businesses/small/article/0,,id=115045,00.html

Di

suzubeane

08-30-2005, 08:41 AM

D'oh! Why didn't I think of irs.gov?

Thanks!

chefker

08-30-2005, 09:18 AM

This one's for my mom. She works in a non-profit, human services agency (located in MA, if that makes any difference).

The director of said agency has instituted a new sick leave/absentee policy, that IMO sounds illegal.

Employees at mom's agency are allowed 7 sick days per year. I believe they get something like 2 or 3 weeks vacation.

Anyway--for sick leave, if it's pre-planned (such as sick leave for surgery, etc.), you put in for one day of sick leave--you get one day of sick leave. This goes for unplanned absences as well, so long as you don't exceed your 7 days.

HOWEVER--if your sick days are used up, and you need to take an 'unplanned' sick day--for example, you suddenly fall ill, or your child does and you have to call in--it gets screwy. Say someone's used their 7 sick days; then they call in sick for ONE day. The new 'rule' from the director, is that you are penalized for TWO vacation days--for one sick day! And if you're out for two sick days, that's four vacation days you've lost.

I'm guessing the impetus behind this is to make it unattractive for employees to arbitrarily call in sick and take 'mental health days' or what have you. But for heaven's sake, people DO get sick, and sometimes may use more than 7 days in one year! Especially if they have to stay at home with a sick child.

Why can't they just be penalized for one vacation day, if they take one sick day, rather than this two-for-one deal? That's how it works at job. Either that, or you take leave without pay, if you have no sick or vacation leave left!

It just sounds very fishy what's going on at my mom's agency. :confused:

dionysia

08-30-2005, 01:25 PM

Chefker,
That sounds very fishy to me, specifically because it's in MA! In MA, accrued vacation is treated the same as wages, so if they are taking away vacation days, it's like short changing people wages!

Di

chefker

08-30-2005, 01:31 PM

I thought so too, Di. I can see taking ONE vacation day from the employee (if they've run out of sick days), but TWO for one? I wonder where the hell the director got this brilliant 'rule' from. :rolleyes:

My mom DOES take a lot of time off for medical appointments. My dad has brain damage (resulting from a brain aneurysm--affected him much like a stroke). As a result, he can't drive, and of course has a myriad of doctor's appointments. My mom HAS to take him; I do so when I can, but if not, mom must take him.

With this new attendance policy, she now just takes a personal day if needed, instead of taking a sick day, to take my dad to the doctor's. She just refuses to tell her boss the reason for the request for leave. Naturally, she is afraid she'll be 'found out', and be docked an extra day (if it so happens that she has zero sick leave left), although IMO it's the employer--not my mom, doing something wrong in this situation.

I am wondering if it'd be worth it to report this to the labor board. Although I'm certain my mom would be afraid to do it!

thedoorchick

08-30-2005, 01:48 PM

Hi, Di

I'm not sure this is an HR question, but I recently started working as an independent contractor. I'm of the impression there are different deductions I'll be able to take at tax time – can you recommend a book or website where I can find out what sorts of expenses I should be keeping track of?

Thanks!

I agree with Di's response to look over irs.gov for general rules about independent contractors. If you have specific questions I can probably help with them. In general expenses that are needed to run your business are deductible (of course this varies by the business but some general ones are auto expense/mileage, supplies, travel, advertising, professional fees, insurance, and others). As I'm sure you know there are limits on meals and entertainment.

dionysia

08-30-2005, 01:50 PM

Chefker,
IMNSHO, your mom should use intermittent FMLA leave to take your dad to his appointments. Yes, she'd have to tell her boss and HR about why she needs the time off, but then her butt is covered in terms of them retaliating against her for taking the time off.

Di

junkinmytrunk

08-30-2005, 05:24 PM

Hi Guys:
I am a resident of CA, which means I am eligible for both Short Term Disability insurance and FMLA (Family Medical Leave) for maternity benefits in March. I believe these cover 12 weeks and 6 weeks of time off respectively. My employer does not offer paid mat leave.

My question: If I decide not to return to work after my maternity leave, after having taking advantage of CA's SDI and FMLA benefits, do I have to pay the state back? I pay into the SDI out of my paychecks and wasn't sure how it works.

Any advice would be great. Thanks!

dionysia

08-31-2005, 07:43 AM

Hi Junk!

Most likely, your STD and FMLA will run concurrently.

I am not familiar with the ins and outs of CA's SDI and Paid Family Leave, but here are some links:
http://www.edd.ca.gov/direp/difaq1.htm#Pregnancy
http://www.edd.ca.gov/rdsgnfaq.htm#Paid%20Family%20Leave
http://www.edd.ca.gov/direp/pflfaq1.asp

Di

junkinmytrunk

08-31-2005, 09:47 AM

Thanks Di - I'll have a look!

IrisHope

09-07-2005, 12:56 PM

Sarah051504

09-08-2005, 06:40 AM

Di I have an interview question for you. I haven't read through this whole thread so if this has been covered let me know and I'll look back for it.

I have been at my current position for almost 7 years now. Honestly I hate it, I'm finally looking for a new job mainly because my boss told me there's a high chance my hours will get drastically cut at the end of this month or I'll get laid off. She even told me to put my resume out there and she'd give me the best reference she could. So that's what I did. A recruiter found it and I fit with a job listing they had. After reading through a profile I filled out and speaking with me on the phone she passed my information onto the company. The company contacted me and I spoke on the phone with the Executive Vice President of Operations. It’s for an engineering job so he asked me a bunch of technical questions about my skills and current jobs and then some general questions about why I want to leave (which I told them that I work for a very small firm and have gone as high as I can with them and want a new opportunity to further my career, or something to that affect.) We ended that conversation with him saying he was going to pass my resume around the office and get back with me. A few hours later he called and wanted to schedule an interview with me at their offices. I missed his call and he had also contacted the recruiter with the same info. Before I had a chance to return his call the recruiter called me and she set up an interview for Monday morning. She said to plan on being there fore about 2 hours and that she would send me a confirmation as soon as the guy at the company checks with “the others” to see if the time is good for them.

My first question is was the phone conversation a first interview?

I have not interviewed for anything in almost 7 years and then it was for entry level jobs right out of college but I know they weren’t 2 hours long. Does 2 hours seem long for an interview?

With him saying that he needs to double check the time with “the others” it makes me think I’m going to be interviewed by a large group of people. Is this the norm? I always thought the interview was with one or two people.

I know I’ve been long winded and I’m sorry, I’m really starting to get nervous about this.

dionysia

09-09-2005, 10:52 AM

OK I have a question. What is the best answer anyone has heard to the question "What is your weakness". I just don't have a great answer for that that won't make me look horrible. I don't think I should say "I play on the internet too much" lolI usually say (and this is true!) "I am a multi-tasker and sometimes I have to remind myself to focus on one thing when necessary."

Di

dionysia

09-09-2005, 10:54 AM

Sarah,

This company's recruiting/interview process sounds very similar to my company's and is par for the course for high-tech/engineering.

A phone interview is just with the hiring manager and then you come in and usually see the manager again, some of the people in the group (peers), someone from HR, and possibly a senior manager. They may also have a 2nd face-to-face round as well.

Expect to be asked questions that will probe your technical skills, your behavioral skills, and your teamworking skills.

Good luck!!!

Di

Sarah051504

09-09-2005, 12:30 PM

Thanks Di

Lil_Mrs_0702

09-09-2005, 04:26 PM

Hey Ladies,

I just had my review the other day and we discussed the idea of me going into HR. We will be expanding our office which will allow for a third person!! We have a great online training program and a learning library. Which are both free for me!! My question is where should I start??? I'm guessing I will be a HR admin and do a lot of the paper work etc. I am pretty good at all the windows programs and setups I was just wondering if there is a specific order I should go to do my learning. I am guessing I have about 6 months before I make the switch and our company is pretty tricky because even w/ the training they will post it internally and I will have to show that I am the most qualified (even though I am an in for it).

IrisHope

09-12-2005, 06:45 AM

Di, that's a great answer! I think I'll steal it!! :)

BethIrish

09-12-2005, 05:49 PM

amberfiddles

09-13-2005, 06:55 AM

dionysia

09-13-2005, 10:21 AM

Lil_Mrs,
I started as an HR Admin, learning my company's policies & procedures. I also enrolled in a Graduate Certificate Program in HR Management at a local college. I learned a lot about employment & labor laws and HR practices.

Good luck!

Di

dionysia

09-13-2005, 10:22 AM

hey di!
i have a resume/interview ? for you. i'm applying for a job for which i'm lacking experience w/ some computer software that is very specific to this job. i'm well-qualified in all the other areas, but i'm not sure how to work this on my resume and in the interview...
thanks in advance!I would put in the cover letter or during the interview: "While I have not worked with $SW_Package specifically, I believe I will be able to learn and come up to speed quickly on it. I learned $OTHER_SW_Package, which is similar, in my job at $COMPANY." Or something like that. ;)

Di

dionysia

09-13-2005, 10:24 AM

I have an unemployment question - more from the employer side than the employee. I am president of a non-profit corporation (basically, we own/pay bills for a sorority house). In February, our cook (who had worked for us for 25+ years) decided to not come back to work. I did not do the paperwork for any unemployment claims (I'm guessing that the former treasurer did.) I just recieved a statement from the DUA and she is still getting unemployment.

How long does unemployment last? Is there something I have to do to stop her benefits? I don't really understand the whole system, so I hope someone can give me some insight! TIA!Hi BethIrish,

Each state is different with regards to how long UI lasts.

I would find out from your treasurer or whoever filled out the UI paperwork to find out what they stated was her reason for leaving. Usually when someone leaves voluntarily, they are not eligible for UI.

Di

amberfiddles

09-13-2005, 10:28 AM

thanks, di!

you rock! :)

kam

09-13-2005, 01:47 PM

Help Di! COBRA - how long does the former employer have to send the forms? It's almost been a month. Thanks!

dionysia

09-13-2005, 02:03 PM

Kam,
The former employer has 30 days from the qualifying event to notify the Plan Administrator. Then the Plan Administrator has 14 days from that notification to send out the paperwork to the former employee. In situations where the former employer is the plan administrator, they have 45 days to provide the COBRA notice/paperwork.

Di

kam

09-13-2005, 02:29 PM

Ah - I was wrong on that. We then have 30 days to notify them we're using it, correct? If we don't notify them, we just let it go? Thanks!

BethIrish

09-13-2005, 02:36 PM

Thanks Di!

Unfortunately, she's not reachable at this time. I'm in MA. Honestly, I think the person just said whatever it was she needed to say to let the cook get UI.

Thanks :)

eta: I finally found some guidance online...looks like 12 months is the period of time she will get it for. Thanks for your help.

cakes

09-13-2005, 08:07 PM

I've got a question.

I was promoted from a corporate accounting position to a plant accounting position last August. About 4 months ago my replacement quit and that department refused to fill his position instead dumping his work on the remaining two people causing them to work 12 hr days regularly with no extra compensation. Well obviously they decided to also leave, one has left so far and the other one is seriously looking. Here's the problem ~ they've decided that I need to "help" them out. This of course meant that I would help them do some of their duties (about 10 hrs/wk). This was put into a spreadsheet showing the breakdown of the work. That turned out to be total BS like I knew it would be. I am now pretty much ONLY working for corporate and not doing any work for my real job. I hate the work, I'm completely miserable, and they are not doing a thing to fill these open positions. My boss insisted that I would not have to work OT when I was first informed that I would be doing this. Well today after talking to corporate he came to me and basically told me that according to them I'm not working hard enough, even though I'm coming in early and working through lunch most days, since I'm leaving on time I'm not doing my part to be a "team player" and not "working hard enough" and I just need to stick it out because they're working on the problem (which they arent really).

Here's my question. I'm obviously looking for a new position. I feel guilty about leaving my boss in a lurch during budgeting season if I leave, but I cant continue to do this job that's not mine. How exactly do I spin this in an interview as to why I'm looking so I dont look like I'm lazy? I'm not honestly the stress of this working and being pulled by two diff departments is making me sick to my stomach, the stress is completely making me fall apart. I'm trying to be positive but I cant do it anymore. Also when I leave what exactly should I say in my exit interview? I dont want to say anything that could bite me in the ass. Also should I say something to my boss now to give him the heads up that I'm seariously going to be leaving? Or would this just get me into trouble?

I've never left a job before due to being unhappy with the company (all others were due to going to school, etc), this is all way new to me.

TIA!!!!

dionysia

09-14-2005, 07:30 AM

Ah - I was wrong on that. We then have 30 days to notify them we're using it, correct? If we don't notify them, we just let it go? Thanks!Hi Kam,

You have 60 days from the end of the coverage or the notification, whichever comes first, to elect to enroll. You don't have to pay for another 45 days after the date of election.

Di

dionysia

09-14-2005, 07:43 AM

Hi Cakes,

In an interview, I'd tell any future employers that your current employer has experienced a high rate of turnover in your department, which means you are currently doing the work of 2+ employees. It does not look like this will let up, as your employer is not looking for fill the vacancies. You are looking for a position that is challenging, where you will be successful.

I'd be honest in your exit interview.

Di

Sol

09-15-2005, 02:22 PM

Thanks for creating this thread! It's been really helpful.

I have a small question. Currently I'm working my first real job ever (been there since January, I work freelance and from home for this company. I applied through e-mail and was tested through e-mail and never had face-to-face contact with anyone in the company). Two days ago they called me to say they wanted to interview me to see if I was interested in becoming a Project Manager. Apart from the facts that I am quite scared and that I do not know the job description (is it normal? For example, I asked what hours I'd work when they called and their replies were so vague I told them I could find out at the interview then) my question is about my résumé: should I include this current job with the very same company in it?

Thanks! I never expected to be offered a promotion and I love my current job (although I do think I'm a better fit for the job they offer now, even if I'm not too sure what it really entails) so I'm suddenly very worried.

Sol.

JennH

09-17-2005, 06:41 AM

dionysia

09-19-2005, 09:23 AM

my question is about my résumé: should I include this current job with the very same company in it?Yes, because that's your most recent position.

I'd make sure that I either saw the job description before the interview or asked for more details about the job during the interview.

Di

dionysia

09-19-2005, 09:25 AM

My current title is "Director of Career Services." I'm wondering if that is scaring off people in my new job search. I'm the manager of my department, but in no means does that mean I can't be an HR Rep.

Should I change it to "Career Services Advisor" or just wait until someone bites?It might be. I know a lot of employers are hesitant to hire people who they think will be overqualified and therefore bored.

Could you just change all of your position descriptions to not include title, just department? Or rather than Director, change it to Career Services Manager?

Di

houseblend

09-21-2005, 09:17 AM

marchfamily

09-21-2005, 10:33 AM

FMLA/Short term disability question - I will be on maternity leave from May - August of next year. I am an exempt employee. My company offers 6 weeks paid (for vaginal delivery) and 8 weeks paid (for csection) under short term disability. I can take additional time off under FMLA (up to 12 weeks total).

My question is about paid holidays that fall within my maternity leave.
Let's assume I will have a csection in mid-May. Memorial Day and 2 paid holidays for the 4th of July will fall during my 8 week paid leave. Do I lose out on these paid holidays? Or should I get paid for 40 working days? And can take 60 working days under FMLA? Or is it strictly 8 weeks / 12 weeks (regardless of holidays)?

I have another friend due in October - she has 2 Thanksgiving holidays, 2 Christmas holidays and 1 New Years holiday in her mix. That's an entire week of maternity time she could be spending with her new baby...

dionysia

09-21-2005, 11:22 AM

Another question for HR :)

We are currently looking to hire a sales person which has turned out not to be easy in our location. We have a lot of fresh out of college applicants and are thinking of giving them a personality test to see if sales would be a good fit for them. Can you recommend any of these tests that are good from a hiring perspective?Hi houseblend!

We actually have an outside consultant who gives our sales candidates the assessment tests. I am not sure what actual tests she uses though, sorry! :)

I would recommend using an outside firm. They will benchmark the job and then customize the questions asked on the test to match to the job requirements and competencies. Also a firm would be using validated tests, so you wouldn't have to worry about that.

Di

dionysia

09-21-2005, 11:23 AM

My question is about paid holidays that fall within my maternity leave.
Let's assume I will have a csection in mid-May. Memorial Day and 2 paid holidays for the 4th of July will fall during my 8 week paid leave. Do I lose out on these paid holidays? Or should I get paid for 40 working days? And can take 60 working days under FMLA? Or is it strictly 8 weeks / 12 weeks (regardless of holidays)?
It is strictly 8/12 weeks, regardless of holidays.

Di

houseblend

09-21-2005, 11:46 AM

Thanks Di! The more we try to hire, the more we are thinking we should go with an agency. Finding the right candidates is hard!!! We have a number of people our current sales guy referred us to, so we're trying to figure out if any of them would be a fit or not, especially since they haven't done sales before.

Anyway, thanks again!

Brandy

09-21-2005, 04:49 PM

I've been trying to read my million page HR book to find the answer to my question but, I just seem to get more confused...

I work for a large (1000 employees) not for profit with Christian roots (lol- does that totally give it away right there?). We have a non discrimination policy, I know, plus EOE, and all that other stuff. I'm not a Christian- I don't believe in God but I have no problem working for the company because I believe in the values and mission statement. However, I do have a problem with the praying and constant God/Jesus references. They pray at the beginning of all staff and board meetings, they give trainings and things about having God in your life, etc. It really makes me uncomfortable. I have to go to these meetings, they are critical parts of my job. My boss used to talk to me about Jesus all the time, praying, etc but I finally told him that I didn't believe in God and it really makes me uncomfortable and he stopped. So... do I have a right to be upset about this (is it harrassment, overstepping boundaries, what?) or is it a suck it up kind of thing? My boss hasn't done anything about this and I don't want to have to announce my religilous preference to anyone for fear of discrimination or further ousting... Who can I go to about something like this then? Thanks so much...

dionysia

09-22-2005, 08:00 AM

Hi Brandy,

I am not sure if non-profits work any differently than private companies, but I'd suggest taking a look at this page from the EEOC's website:
http://www.eeoc.gov/types/religion.html

Di

Brandy

09-22-2005, 05:42 PM

Thanks I appreciate it.

camberne

09-22-2005, 06:03 PM

Hi Di! I have another question for you... my husband is getting ready to change jobs. Of course, the insurance we currently have is through his employer. I sure as heck don't want to cobra. I'm in the middle of a program for bariatric surgery. If we change insurance to my company's plan or his new company's plan, can they (will they) consider this a "pre-existing condition" and not cover it? Or would it be something that I'd have to put on hold a year to get past the "pre-existing condition" phase? Do you have any idea what I should do/could do to where this might possibly transition easily?

Thanks, as always, for your insight!

dionysia

09-22-2005, 07:09 PM

Hi Alice,

The pre-existing condition issue will probably not apply, due to HIPAA. However, make sure that your DH's new plan covers the surgery. Some plans do not; they consider it 'cosmetic' or 'elective.'

Di

Sophia

09-26-2005, 07:29 AM

Hey Di,
I'm getting ready to apply for a new job, and I've come across listings that ask for my salary requirements. I've never had to list that before, as I've been in fields where there was a salary scale. How do I word this, and where do I include it? Also, how do I determine what a fair salary is? I don't want to lowball myself or ask for too much. Can I put a range?

Thanks

Sophia

09-26-2005, 08:24 AM

Oh, another question: because I'm transitioning from a teaching job to a job in which teaching experience is a plus (I'm looking at various "outreach" positions at local colleges and museums), but requires additional skills, would a functional resume be better than chronological?

dionysia

09-27-2005, 08:06 AM

Hi Sophia!

I think a functional resume would work well, though you should list the positions and dates of your jobs maybe at the bottom of the resume? Just to give a timeline.

Salary requirements usually go in a cover letter. A range is OK, though most potential employers will remember the low # of that range. ;)

Di

October2002Bride

09-27-2005, 08:16 AM

dionysia

09-27-2005, 08:19 AM

Hi Oct02 Bride,

Did you take the prep class?

Di

Sophia

09-27-2005, 09:08 AM

Thanks, Di!

October2002Bride

09-27-2005, 11:14 AM

Nope. Last time I studied on my own and well missed it by few points. I dont know if I should take the prep class. Id have to find out where in NY. And I believe thats about 1K or so maybe more. Plus books plus the test fee.
AHHHHHHHH :eek:

dionysia

09-27-2005, 11:21 AM

I'd definitely take the prep class.

I didn't think it would help, but it did.

Di

October2002Bride

09-27-2005, 11:33 AM

Thanks I suspected as much. Aghh its just so much money! I know Im being crazy since it will so help my resume but still!!!!!

:)

Lilygirl

09-28-2005, 08:34 AM

I'm sending in my resume & references for a Environmental Education Program director at a local non-profit. Their ad states to send salary requirements.

1. Do I list that on a separate sheet of paper? (Resume on one, references on one, salary requirements on one, etc.)
2. Do I just list the salary I'm looking for or do I add vacation time, benefits, etc.?
3. I have no idea what the salary would be for this position since it's for a non-profit. I looked on salary.com but should I list using their numbers?
4. Anything else I should know?!?

TIA!
~Sarah~

DelSol

09-28-2005, 10:02 AM

Hi!

So Im going to take the darn certification exam again. Ive only done it once, but Im determined to pass this time come May 2006.

Any suggestions?? Id really appreciate it:)

Im scared and its so much money!!! :eek:

I'm registering for my PHR exam too, I didn't pass the first or second time. :eek: I'm hoping three times a charm. I took the prep course, found it very helpful but when I took the exam (2nd time), my questions were so hard.

I need to start studying again. I bought this book to help me also: PHR Exam Prep: Professional in Human Resources Author: Gibson, Cathy Lee. It actually not released until 10/31/05.

I agree it's so much money!

Good Luck!!!! :D

dionysia

09-28-2005, 10:17 AM

1. Do I list that on a separate sheet of paper? (Resume on one, references on one, salary requirements on one, etc.)
2. Do I just list the salary I'm looking for or do I add vacation time, benefits, etc.?
3. I have no idea what the salary would be for this position since it's for a non-profit. I looked on salary.com but should I list using their numbers?
Hi Sarah,

List your salary requirements in a cover letter.

Just include base salary.

I'd guess that the salary would be on the low end of the range when you compare a similar position at a private company.

Good luck!
Di

October2002Bride

09-28-2005, 11:53 AM

Beach bride where do you get that book?

Thanks:)

October2002Bride

09-28-2005, 12:12 PM

Oh found it!!

Sol

09-28-2005, 01:02 PM

Yes, because that's your most recent position.

I'd make sure that I either saw the job description before the interview or asked for more details about the job during the interview.

Di

Thanks a lot for your reply. The interview happened right away so I didn't get to see it but I researched the position beforehand and they explained it to me while I was there too.

Now, when I left the interview I was sure there were ten better candidates out there and even thought they might let me go from my current position as well because I felt truly underqualified (even though I interview well, I feel I dont have the "credentials" to prove why I am good at my job when I don't have a degree in it or previous experience, but get good, fast results anyway).

However, today they e-mailed me to say that I have a second interview --this time with the company CEO, whom I've never met or heard of-- tomorrow, to see if we "get along". I'm going from scared to terrfied. I am supposed to ask him any other questions I might have about the job. I can't really think of anything right now.

Again, thanks for your help, and sorry for rambling on.

Sol.

dionysia

09-28-2005, 01:08 PM

Sol,
Sounds good!! Are you interested in the job?

Di

Sol

09-28-2005, 01:46 PM

Well, this job is practically the ultimate position for anyone in my degree, so it blows my mind off a bit. Since I always assumed I would have to spend at least 5 years doing menial tasks after graduation before getting this kind of opportunity, and since I wasn't interested in putting up with those 5 years, I never gave this path much thought (especially when I haven't even graduated yet!).

So, I am definitely interested, but I wouldn't have applied for it because I never paused to think if I would be a good fit or what. I was just happy with my job. After these weeks I do think that it could fit my personality even better than my current position, but it does scare me a bit to be going from being just a translator/proofreader to project manager: having a team of translators to manage, building the glossary and doing all the final reviews, having to work with the sales team and taking care of all the invoices and communication between translators and the clients... It's quite a step.

Sol.

dionysia

09-28-2005, 01:54 PM

Wow, Sol, that sounds great!!

*fingers crossed*

Di

Sol

09-28-2005, 02:09 PM

Thanks Di! Yours is the first positive reaction I've encountered: my dad got angry (don't know why), my mom thinks I won't be able to handle the job plus college and then my grades will suffer, and my fiancé is happy for me but knows that getting the job will mean postponing the wedding 6 months or so, so it's bittersweet. I will just let things unroll as they will, and we'll see what happens.

Sol.

dionysia

09-28-2005, 02:53 PM

If it's the right opportunity take it.

Di

Lilygirl

09-29-2005, 09:20 AM

Good luck!
Di
Thanks for your help!

DelSol

09-29-2005, 12:39 PM

October2002Bride ~ I got mine at Wal-Mart online, I think that was the cheapest place.

DelSol

09-29-2005, 12:42 PM

dionysia ~ Need Your Help

Have you ever done an investigation regarding sexual harassment? I never had and wonder if you have any form you go off of?

I took a new job and have only been here less than 3 weeks and have dealt with numerous employee relations issues, the one place I lack experience. :(

I'm praying we get a consultant on retainer soon to help out with these issues or I'll be walking out the door because I can't handle it.

Thanks so much in advance!

dionysia

09-29-2005, 01:55 PM

Hi Dana!

Knock on wood, I have never had to deal with a sexual harassment incident.

Here are some links for you:
http://www.workforce.com/picosearch/search.php?psel=26&phide=1&sup=legal_issues
http://humanresources.about.com/cs/workrelationships/ht/sexualharass.htm
http://humanresources.about.com/cs/glossaryofterms/l/bldefsexhar.htm

Also, visit the Legal Forum at www.workforce.com and browse past postings on sexual harassment. The advice given by fellow HR folks is really good there.

Good luck!

Di

Sol

09-29-2005, 03:43 PM

Thanks for your help, Di; I've just come from the interview and I got the job! I'm quite giddy, it sounds like a great position and 3x pay!

Sol.

DelSol

09-30-2005, 05:57 AM

Hi Di!

Thanks for the information, I'm going to look it up now. I did have a discussion with the alleged harasser and I'm getting a picture of retaliation from some ladies that were disciplined by him. :rolleyes: We're still investigating so we'll see what happens.

Thanks!
Dana

Lilygirl

09-30-2005, 09:15 AM

So I'm in the process of filling out several applications and sending out resumes. However, my current employers do NOT know that I am hunting for a new position (for obvious reason: if I can't find one, I don't want there to be tension at work). Is it looked poorly upon to mark "NO" in the box in an application when it asks if the prospective employer can contact my current employer?

What if there isn't a "No Box" to check? An application I'm filling out just has a spot to list your employers, supervisors and phone # but no area to say that you don't want them to contact them. I don't want my boss to know I'm looking.

dionysia

09-30-2005, 10:00 AM

Sol!
That is great news, congratulations!

Di

October2002Bride

09-30-2005, 11:01 AM

Congrats Sol!!!

Ive had alot of experience with Sexual Harrassment. Unfortunately Ive had alot of experience dealing with harassment in general in my job:( Its unfortunate.

This place seems to cultivate that alot!

Lil_Mrs_0702

09-30-2005, 04:16 PM

I just want to update my resume to include my position. I moved to front desk in May and these are my duties:

First contact for Customers, Vendors, and Guests,
Multi-line switchboard,

Maintain a High Level of Company Confidentiality
Schedule all Conference Rooms,
Sort and Direct Incoming and Outgoing Mail/ Shipments,
Maintain high security demands

I have daily projects in all of the following departments: Operations, Accounting, Purchasing, Customer Service, Human Resources, Safety and Security Coordinator, and Sales Administration (Basicly, I help all departments equally)

I need to find the best way to word/sort this information and I am a little clueless at the moment because I have never had this many duties to list.

Julss05

10-02-2005, 07:15 AM

hub1176

10-03-2005, 08:55 AM

I hope to be interviewing soon and I was wondering if they ask about my last job - I left on an extended maternity leave in April and it's now October - I finally resigned because we had issues finding child care but I'm not sure if I should mention that since I don't want to give the impression that we have child care issues. But I also don't want to make somthing up either. Help!

dionysia

10-03-2005, 11:29 AM

I just want to update my resume to include my position.
<snip>
I need to find the best way to word/sort this information and I am a little clueless at the moment because I have never had this many duties to list.I'd put them in order of which you do the most to the least. If you are trying to tailor your resume for a specific position for which you are applying, put the responsibilities that are most relevant to the job you are seeking at the top of the list.

Di

dionysia

10-03-2005, 11:36 AM

I was wondering what the basic educational requirements are for getting into mid-level HR positions?

I'll be graduating soon with AAS degrees in legal assisting-general practice and litigation so I can work as a paralegal. I am thinking of eventually becoming a manager of an HR department. Next year I'll be working on my bachelors possibly majoring in human resource management. Will previous office experience, a few years in the legal field, and a BA in HRM get my foot in the door?Hi Julss!

I would say that while an educational background will lay the groundwork for a successful career in HR, experience matters the most. I started in HR with a BA degree (in French!) and 2 years of administrative experience (post-college). I started at the bottom, as an HR Admin. I enrolled in a Graduate Certificate program in HRM at the time as well. I got my graduate certificate in 2.5 years. Since I started in HR 6 years ago, I've been an HR Admin at a large semiconductor test company, an HR/Recruitment Manager for a small (40) person e-commerce company, a Benefits & Comp Specialist and then an HR Rep at a 150 person software company that got bought and became part of a 2000+ person CRM company, and an HR Generalist at a 200 person software company. I also now have my PHR.

Di

dionysia

10-03-2005, 11:40 AM

SpelKen

10-03-2005, 01:54 PM

Is there any recourse for a bad performance evaluation? There's spot for an employee response but there would be no space for the copies of items I've kept in case of this type of issue.

dionysia

10-03-2005, 02:04 PM

Is there any recourse for a bad performance evaluation? There's spot for an employee response but there would be no space for the copies of items I've kept in case of this type of issue.I'm not sure I understand your question.

If an employee believes that s/he wrongly received a bad performance evaluation, I would ask the employee to respond in writing to the points on the evaluation form that s/he found were erroneous. Then I'd meet with the employee's manager to discuss the employee's responses and find out where the disconnect was.

Di

hub1176

10-04-2005, 07:14 AM

Thanks Di! Just didn't want to raise any of the red flags associated with children/child care :)

cc8

10-04-2005, 10:15 AM

The FACTS:
1) I am currently on maternity leave through 3/6/06. I live in California, so the leave is being done through the state's Pregnancy Disability Leave and California Family Rights Act

2) I have the opportunity to participate in an internship through the part-time MBA program I attend. The internship would be with a company that is NOT my current employer.

3) The internship is technically unpaid, but I would receive a stipend

Does #1 PREVENT me from participating in #2? Does participating in #2 negate benefits I'd receive under #1?

I don't want to do anything questionable since technically, I'm extending my Pregnancy Disability Leave for a few weeks - and I have a doctor certification which basically states that I'm not ready to return to work.

dionysia

10-04-2005, 01:41 PM

Hi cc8:

I am not familiar with the ins and outs of the CA state disability law. My advice would be to contact the EDD. There's an FAQ here as well:
http://www.edd.ca.gov/direp/diind.htm#FAQ

Di

ptrecluse

10-07-2005, 12:54 PM

Di,

If you don't mind helping me out, I need a little advice regarding quitting my job. I have been with this company for close to 5 years. In the past 6 months I have notice an increasingly hostile environment in the work place. I constantly feel stressed out, nervous and anxiety ridden while here.

My problem here is that they offer no days off with pay except Christmas, New Years Day, and 4th of July, Labor Day and Memorial Day. So I am limited to how and when I can look for alternative employment. If I need to leave early I am harassed by the owner of the company. (Even if it is for a Dr. Appt for DD, he expects me to come back afterward.) My hours are 8-3:30 no breaks (the owner says we are short handed and he can accommodate them) and no lunch which works with DD schedule.

I am so stressed out right now because of the environment here and really want to just walk out. I planned on quitting today without giving notice. I can't come up with a letter of resignation without starting out DR A--hole.

Do I have any recourse because do not I have a job lined up and need some sort of income. But the hostility from this place has seriously affected my health? We don't have an HR department, the owner handles hiring, firing, payroll etc. He is a control freak who throws temper tantrums and I highly suspect he is having an affair with one of the warehouse workers (someone who doesn't work here caught them making out around the corner).

Any advice? I don't want to give them 2 weeks since he will milk it and make me train a new hire plus he will give me the silent treatment and make my last days here miserable.

Thanks in advance and I do apologize for the rambling of this post. I am trying to hurry before he comes over to see what I am doing.

dionysia

10-10-2005, 08:05 AM

Hi Ptrecluse,

Your only recourse is to quit and never look back.

Giving paid holidays is not required by law, nor is giving breaks, unless you are in a state which mandates them (California, Massachusetts for example).

Unfortunately, it's not against the law to be an asshole and the law does state very specific definitions for a hostile work environment. I think your best bet is to get the Hell out of Dodge asap.

Good luck!
Di

ptrecluse

10-10-2005, 08:45 AM

Thanks Di

I plan on giving notice today but can't come up what to say. I've given notice before but for some reason I just can't put it down. I plan on giving them 2 weeks notice only to cover my butt financially plus on of the girls is moving into her new house next week and I promised her that I would work that week so she wouldn't be harassed about taking off.

Could you please help me write the letter of resignation without coming across nasty and bitter (which I am right now):o

Thanks again

~PT

dionysia

10-10-2005, 10:10 AM

Keep it short and sweet:
"Effective $DATE, I hereby resign my position as Widget_Assembler at Acme, Inc.

I will do my best to assist with any training of my replacement.

Regards
PT"

Be aware, though, that Asshole Bossman may say "Get Out!" when you give your notice. Be vigilant about making sure you get your last paycheck.

Di

ptrecluse

10-10-2005, 10:30 AM

Thanks Di,

Luckily my friend who works in accounting will make sure I get my last check. She knows that I will be knocking on the Labor dept. door. Ha This is my B-day present ot myself.

I won't say get out because he has no one to do my job and will have a devil of a time finding someone who can. Luckily I've got him by his no existant weiner. How does this sound?

Dear Weiner and Bun,

This is to formally notify you that I am resigning from HERE. October 21, 2005 will be my last day of employment.

I will do my best to assist with any training of my replacement.

Sincerely,

PT

Thanks again Di

dionysia

10-10-2005, 10:48 AM

Sounds good.

Good luck!!
Di

ptrecluse

10-10-2005, 11:06 AM

Thanks

I'll let you know what transpires. I plan on giving it to them when I leave today. I'm a little nervous, I hate confrontation.

ptrecluse

10-11-2005, 09:39 AM

I gave notice and handed them a resignation letter yesterday and today the real jerko boss won't acknowledge that I am hear. How mature! I'm getting my jollies watching him act like a 2 year old.

It is very freeing to know that I only have 8 1/2 days left here.

dionysia

10-11-2005, 10:03 AM

Woo hoo!

Congratulations!

Di

Brandy

10-11-2005, 06:53 PM

I am prepping for job interviews and I am not sure how to answer the question "Why are you leaving your current position?" if asked. My thought was to say that this position isn't really a good fit for me however, it seems a little vague and I wouldn't know how to answer any questions as to why it isn't a good fit! My 90 days will be up at the end of the month and I've tried to make it work but to be really nice about it, my boss and I just don't click, we have conflicting management styles, he is very condescending towards me, and I really can't take anymore of the religious harassment. I love my work but those things have really made the job unbearable. Any thoughts?

BethElena

10-12-2005, 06:39 AM

dionysia

10-12-2005, 07:57 AM

dionysia

10-12-2005, 08:12 AM

Hello! My yearly review is in April, and I will officially have my B.S. by the end of April. My job, in the original wording, required a 4 year education, but they hired me anyway b/c I was completing mine at night. Now my B.S. is not in the field I am currently working, but still, it's a 4 year degree. Anway, can you help me with wording for when my review comes up, as to how to ask for more $$? I have about 50% more responsibility put in my lap then when I was first hired, and they're pretty strict about only 4% pay increases.

Any help is appreciated! (oh yeah, i'll have been here since Sept. 2003)I would document the job description/job responsibilities when you started and how they have increased over the last 2 years. I'd also mention that you received your degree.

The best ammo is supporting evidence. Although they are not completely accurate in terms of being a general survey, online salary surveys can help you figure out a range for your position.

Di

kalogrias

10-12-2005, 09:28 AM

Hi Dionysia,

I'm having some weirdness at work, and I was wondering if it was "normal" weirdness, so to speak. I told my boss that I was leaving in the summer of '06 because my husband (active duty Navy) will be transferred. I also asked him to write me recommendations for a program that I am applying to in the city to which we are moving (we think). Before all this transpired, I scheduled myself to go on a 2 week vacation (I have the v. days saved up), and he became a little upset because I will not be around for a monthly program we run. That was fine, but since he had approved the leave days, he had to let me go. Now, I've applied for 2 more days off in January (my anniversary), and I was 10 minutes late to work today because of an accident on the highway (I asked for the days off yesterday), and he's being very weird with me. I think this is all related to my having told him I am leaving in 9 months. He keeps calling me "short timer", and making annoying comments in that vein. My response is always that 9 months is not that short. Do you have any ideas on how to handle him, and any ideas on what I might have done wrong?

Thanks in advance!!!

BethElena

10-12-2005, 09:41 AM

I would document the job description/job responsibilities when you started and how they have increased over the last 2 years. I'd also mention that you received your degree.

The best ammo is supporting evidence. Although they are not completely accurate in terms of being a general survey, online salary surveys can help you figure out a range for your position.

Di

Thanks!

dionysia

10-12-2005, 09:53 AM

Kalogrias,

I think he's taking it personally that you're leaving. It really stinks that he's being rude to you. If you absolutely can't let it go (which honestly I'd recommend), I'd ask him for a one-on-one meeting. "I wanted to ask you if you are unhappy with some part of my work?"

Di

kalogrias

10-12-2005, 10:07 AM

Di,

I think I have to let it go -- he has a loyalty problem (I posted about it in the "resignations" thread), but since I'm leaving him because I have no real choice, he doesn't know what to do with me. My problem is that it's becoming a little awkward to be here at times...I let him know this far in advance because I wanted him to write the recs...now I'm thinking that wasn't such a good idea.

Yeah, I'll let it go...if I went to him about my work, he'd come up with a few small (and bogus) things, like I'm wearing peep-toes today, and technically we're supposed to be in closed-toes shoes as of Sept. 6th, and make a huge deal out of that.

Thanks for the confirmation of what I was thinking...I just wish there was something else I could do...

ironhair

10-12-2005, 01:14 PM

Di -

I was just referred to this thread and it great! Unfortunately, I don't have time at the moment to get caught on all that has been discussed since its implementation (which I plan on doing tonight). But have a quick question...

I am also in Human Resources and am currently in a debate with my boss and a few others on another thread about FMLA. Until this year, it was my interpretation that employees automatically received 12 weeks of leave for the birth of a child. However, upon further research I believe the law states it is up to 12 weeks of medically necessary leave. That said, if the doctor releases the employee to return to work at 6 weeks, she has to return - she does not get to choose to use the remaining 6 weeks of leave. Is this not correct?

I do know that companies may provide leave above and beyond what the law states and may allow employees to use the whole 12 weeks (assuming they have 12 to use) for the birth of a child, regardless of when the doctor releases them.

If we require employees to return to work upon obtaining a doctor's release, are we in the wrong?

Thanks for your help!

dionysia

10-12-2005, 01:44 PM

Hi Ironhair,

You're incorrect. Or at least your new interpretation of the law. :)

While childbirth is an FMLA eligible event, so is bonding with the child. So regardless of when the mother is cleared to go back to work from a medical perspective, she can choose to stay out for the full 12 weeks. Similarly, a father or non-bio parent can go out on FMLA strictly for the purpose of bonding/caring for a newborn or a newly adopted child.

From the DOL site:
FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:

• for the birth and care of the newborn child of an employee;

• for placement with the employee of a child for adoption or foster care;

• to care for an immediate family member (spouse, child, or parent) with a serious health condition; or

• to take medical leave when the employee is unable to work because of a serious health condition.

http://www.dol.gov/dol/topic/benefits-leave/fmla.htm

Di

ironhair

10-12-2005, 02:35 PM

Di
Thank you for the quick response.

As I re-read my original message, I recalled a conversation I had with an HR consultant who also agreed it was dependant upon medical necessity. So, I think I will have a hurdle getting my boss to see things through your eyes (which was also my original interpretation). But it is certainly worth the try - we of course want to be in compliance, and as I will be needing some leave in May, I have more of an incentive to get things changed!

Thanks again for your help.

dionysia

10-13-2005, 07:57 AM

Well, fwiw, it's not my interpretation, it's the DOL's! :D

If it makes sense to do so, besides quoting the DOL chapter & verse, check out the Legal Forum at www.workforce.com and poke around. There are tons of threads on FMLA and I'm sure the 'medical necessity' one has come up wrt childbirth.

Di

SpelKen

10-14-2005, 03:41 PM

Hi Di,

I have a similar situation to Brandy except that I've been here for almost 6 months and while I thought it was a good fit, I recieved a poor evaluation which said they thought I might not have been the best fit. It's really interesting because I think a lot of the poor review is due to difference in management/working style because my work is exceeding expectations according to their own admissions.

All that to say, what should I place in an online application when it asks for reason leaving? I wouldn't be applying for this new position but one of my clients told me that I have to since I would be such a good fit. It's also more inline with my previous experiences and what I would like to be doing in the long run. I thought about "This position is more inline with my previous experiences." Do you have any suggestions because I don't want it to seem like I dislike what I'm doing now, I just want to see about this new thing.

Thanks in advance.

mdgom

10-17-2005, 05:46 AM

This is a great thread! So much helpful information!

I have a question about negotiating vacation time before accepting a new job. I've been interviewing for a new position and am fairly confident I will get an offer soon. According to the benefits information they have given me, all employees (no matter what job level) who have worked there less than five years are entitled to ten days of vacation time.

Is it acceptable or common to try to negotiate for more vacation time before accepting the position?

Thanks!

kam

10-17-2005, 07:41 AM

Hey Di -

It's been over 45 days and still no COBRA info. DH called employer and they said they'd "look into it". They don't seem concerned. Is there somewhere we can threaten to call? Thanks!

- Kim

dionysia

10-18-2005, 03:32 PM

All that to say, what should I place in an online application when it asks for reason leaving? I wouldn't be applying for this new position but one of my clients told me that I have to since I would be such a good fit. It's also more inline with my previous experiences and what I would like to be doing in the long run. I thought about "This position is more inline with my previous experiences." Do you have any suggestions because I don't want it to seem like I dislike what I'm doing now, I just want to see about this new thing.I think you have a good start. "I thought for a while that I wanted to focus more on $AREA, but after working in $AREA for X months now, I really feel like I am better suited for $OTHER_AREA instead." Then list reasons why.

Di