HRChick
Seattle, WA
Female, 39
I'm the head of HR for a leading digital media company. I'm responsible for making my company an amazing place to work - or at least I'll go down trying! In short, I set the strategic direction for the HR function of the organization. I wear many hats: member of the executive team, confidant and advisor to my peers regarding people matters, as well as an advocate for all people that work hard to make our products great. People are what make organizations tick, and my job is to empower them all.
I can't get no respect! Can you hear Rodney Dangerfield in your head? Overall, I haven't ever felt I was treated without respect or appreciation. But I do think that HR as a profession can sometimes carry a negative connotation for people, and I chalk it up to two factors: 1. HR used to be "Personnel" - the place where you filled out a lot of paperwork, were told the rules and received your safety training. You also were taken there when you broke some rules, and got in trouble. Fortunately, with the advent of computers, all that paperwork crap is gone. And none too soon, I have terrible handwriting. As for getting in trouble... well,... Read More +
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Sad, but true- there are workplaces that exist that are not respectful or observant of employee rights. First, know that you do have legal recourse if you want to pursue that avenue. Assuming that you worked in California (film studio reference), the state is very strict in what employers need to do to be compliant with state laws, and have agencies dedicated to enforcement of these laws. You can always make a complaint to an agency, who then would investigate the situation. If found guilty, the company would be responsible for paying significant penalties and demonstrate a change in policies to be compliant. That being said, many people... Read More +
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That one is easy - great upper management. If you have awesome middle management, but the people that run the show are a-holes, you have no hope for a great workplace. At least with crappy middle managers, you can always go to the top for support and inspiration. And hopefully some timely "your fired!" comments...
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Lame - very lame. And, what's even worse, people typically don't act in a vacuum. If the host was awful to you, s/he likely was to other people as well.
Suing the company is where it gets a bit complicated. First, it depends on where you were that this happened. State laws tend to be a bit different when it comes to harassment law, with California being the strictest and easiest to pursue. It will also depend on the facts of the case. Was the host in a management position? How extreme was the incident? And, do you know for sure the company did nothing? Or, did they discipline the employee, but not make that known publicly - that is... Read More +
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Track and Field Coach
How often are your athletes tested for PEDs and is it easy to beat?
Small Website Owner
What made you go the entrepreneur route after college instead of a typical job?
Personal Stylist & Life Coach
What makes someone qualified to life-coach someone else?
Yup - I knew, in my gut, when we interviewed two candidates that the first one would be a better fit for my team. But we had feedback from our client groups that they preferred candidate number two because he seemed to have more expertise in the area (he was a tech recruiter). In an effort to be a better service provider to them, we went with the person they preferred... and I wish we hadn't.
It was pretty clear within the first two weeks that the person we ended up hiring was NOT a good fit - poor communication skills, wasn't able to carry a full workload compared to his peers and all around a square peg in a round hole. The client... Read More +
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The short answers is no, I don't take extra precautions. Every employee in that situation should be treated fairly, regardless of any personal characteristics. Truth is, with the passage of many federal, state and local laws, just about any characteristic can be considered a 'protected category' - race, religion, national origin, age, gender, religion, military status, sexual orientation. If almost everyone falls into one or more protected categories, then is anyone really special? Hence my assertion that all employees who are going to be fired need to be treated fairly, consistently and with respect. Plus, it's the right thing to do.... Read More +
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The answer somewhat depends. First, I would look at the employee handbook - sometimes, there are specific policies that govern activities outside work relating to conflicts of interest or moonlighting (second paid job). I would check the handbook and see if it raises your particular situation. If not, then it is likely up to you. As an employer, I would appreciate the head's up. But if there's nothing in the policies, then it's your call.
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