January 2012

A reader writes:

My wife works at a large hospital. She gets two weeks of vacation per year (after 16 years of working there, but that is a different story…..). The manager of her unit recently sent a note around saying:

1- You can only ask for vacation in 7 day blocks, Sunday to Saturday.

2- You have to get your own replacement if you were scheduled to work on one of the weekend days.

These are not the official hospital policies, but are made by the unit manager of this department. There are about 50 nurses in the department.

So, my wife put in for vacation in July (5 months from now) and the manager approves the vacation request, but puts a note on the approval saying that the employee needs to find her own replacement because she is scheduled to work one of those weekend days. How would you handle this?

This manager sucks. Surely the schedule isn’t already made for July, which is six months from now.

But I’d start by asking what the reason is for the change. It’s possible there’s actually an explanation that would make sense (although if there is, the manager should have communicated that along with the new policy).

Ideally, your wife and some of her coworkers should talk to the manager, point out that this policy makes it much harder for people to use the vacation time that they’re entitled to, ask what the reason is for it, and suggest alternatives to it.  If that doesn’t work, there’s probably not much else they can do … other than possibly to consult the hospital’s employee handbook and see if by chance the manager is actually violating the organization’s policies on benefits. (If she is, someone should point that out — to her if she’s reasonably rational and to HR if she’s not.)

And I know this isn’t your question, but I’m also wondering about the seven-day-block thing. Why can’t people take a day here and a day there as long as there’s sufficient advance notice?

{ 64 comments }

A reader writes:

I’m set to interview for a lead role in a service-based company. There’s not a lot of information about the company online, but the majority of what is there is highly negative. The job was posted anonymously, so I didn’t know the company name until I was asked to come in to interview.

I’ve been job hunting for several months, so while I really want to get back to work, I’m not desperate enough to take the first thing offered to me. I’m willing to give this company the benefit of the doubt, because I’ve worked in this field before and know that any reviews on the web should be taken with a grain of salt, especially when the kind of clients this industry tends to attract are, to try and put it kindly, fairly unrealistic and high-strung to begin with. Should I ask about the company’s online reputation, and if so, how would you suggest I phrase my question?

Yes, definitely ask. You don’t want to end up working somewhere that you’re not proud to be part of, especially when you have options (as you sound like you do).

The key is that you don’t want to make them feel defensive (because there might be a perfectly legitimate explanation). Your tone and your wording both need to express that you’re not making any assumptions, that they seem like lovely people with good intentions to you so far, and that you’re not coming at this as if they’re shady or bad people. And this is especially true because of what you know about their client base.

I would say something like this:  ”I couldn’t help but notice that the company has drawn some unfavorable reviews online. I’m curious about the company’s take on that and if it’s something you’re trying to combat.”

Then listen to the way they respond. Do they brush the reviews off as something that happens to everyone? Do they seem to take it seriously? Do they have a plausible explanation that rings true to you? Do they sound angry? Do they seem put off that you asked? Do they not even know about their online reputation problem?

This is a legitimate area to ask about, just like it’s legitimate for them to ask you about concerns with your resume or references. Just do it in a polite way that starts by giving them the benefit of the doubt and doesn’t sound like an accusation.

{ 40 comments }

A reader writes:

I have a job overseas, and sometimes it feels like every week I have another person contacting me to help them get a job, an internship, etc. over here. I’d made myself available to the alumni community from the university I attended, and while I don’t typically mind when students, friends, or acquaintances, etc. get in touch (that’s why I’ve made myself available!), when they are demanding, I start to freak ever so slightly.

The most recent example that’s pushed me right up to the edge: A friend of a coworker of my sister (see the many levels of removal on that one) has decided she’d like to intern at an organization in the city I live in. It’s not where I work or even my field, but she’d had no luck getting ahold of someone directly. By that, I mean she’d emailed the general email on their website and has yet to receive a response. So when her friend told her that her coworker’s sister lived there. . . she dropped me an email to see if I knew anyone and could help her out. A few days later, another email (I was on holiday at the time of the first one and hadn’t replied). Then, my sister tells me her coworker has been asking her why I haven’t replied. Then, the friend herself starts turning up and bugging my sister directly, while she’s at work. Finally, another email arrives, this one stressing how it was VERY IMPORTANT that I provide the contact info soon, and help her set this up ASAP, as she had to have it all confirmed by the end of the month. Now, I don’t know this organization she’d like to work for. I do have one or two friends in that field, but connecting people always runs the risk of having my neck put on the line. Plus the entitled, demanding tone of the emails is rubbing me the wrong way; it’s like she thinks I owe her to give her my own personal contacts, and get her this internship. Besides, these are my personal contacts: why should I use up professional favours on a stranger?

All of this makes me feel like a bad, bad person.

This is an extreme example, but smaller things happen all the time: a friend who is moving here soon expects me to help her find an apartment, get a phone, get a bank account, and even advise her on the negotiations with her new boss, etc. An acquaintance wants me to circulate their resume. A student contacts me to hook them up with hiring managers in the city, and would I mind putting a good word in while I’m at it? I know I probably sound incredibly unhelpful but c’mon: I’m starting to feel like the babysitter. Sometimes I can help, but when I help once, say forwarding an email or directing someone to a job board, does that mean I’m obligated to keep helping? How can I politely set boundaries or even (gasp) say no to the Mad Emailer without seeming like a selfish, unhelpful bitch?

This is well timed, because I’m obsessed lately with the concept of setting boundaries and saying no to people who feel entitled to things from you that they’re not entitled to. In fact, this topic may become an entirely separate post at some point, because NO, random Internet stranger who has never interacted with me before, ever, I will not let you place an ad-disguised-as-a-guest-post on my blog, and I will not let you “pick my brain” over the phone for free, and it’s bizarre when you act put off by that.

Oh, whoops. Tangent. Back to you.

Okay, so. To some extent you signed up for this when you volunteered to help alumni from your university. The reality is that while everyone should be polite, non-pushy, and appreciative, they just aren’t. If that’s always going to bother you, you might be better off taking your name off that list … but an alternative is to simply develop more assertive strategies for fielding demanding people.

Start by figuring out some boundaries that will allow you to be a nice, helpful person without becoming a gopher for virtual strangers. For instance, if you get a lot of queries about the same topics, like housing and jobs, you could create an email that you can copy and paste from as needed, with some general info about neighborhoods and links to helpful job sites, useful networking groups for your industry, and so forth.

Then, once you’re clear on reasonable boundaries, you need to have a series of phrases ready to help you say no in a way that’s firm but still something you’re comfortable saying.

For instance:

“I love to answer questions about XYZ field, but I don’t have expertise in yours, unfortunately.”

“I can’t really hook you up with hiring managers, but if you have questions about work culture here, I’m glad to help!”

“I wouldn’t have time to do much on the apartment front, but here’s a great website with info about local housing. If you start looking and run into specific questions, feel free to check back with me because I might be able to answer stuff about what a particular neighborhood is like, etc.”

“I’m sorry, I don’t know anyone at that organization. Good luck!”

“I wouldn’t feel right telling you I could help set up your phone, because I’m swamped at work and not sure when I could get to it.”

And when someone starts getting inappropriately pushy — like your sister’s coworker’s friend — make your stance clear:  ”Hey, I got your email. I haven’t been online very much but I will get back to you when I’m able. If you need an immediate response, I’m probably not the best person for you.” And if she’s pushy after that, then default to: “I’m sorry, I don’t think I can be helpful here.”

Oh, and your sister needs to learn all this too, if she’s letting someone show up at her workplace (!) and nag her about why you haven’t responded to her.

By the way, at the same time that you’re setting boundaries, make sure that your irritation about the general situation doesn’t cause you to go overboard in the other extreme and start saying no to people who you’d probably want to help if this weren’t happening against a backdrop of you being bombarded with requests. (For instance, you might help your best friend out with apartment-hunting whereas you wouldn’t do that for someone else.)

So in sum, the basics: Be clear on what you’re willing to do, help out to an extent that feels reasonable, communicate assertively when you aren’t able to help, be nice to people who deserve it, and lay down the law with anyone who’s pushy or demanding. Ta-da — boundaries!

{ 90 comments }

A reader writes:

I usually spend my breaks walking around the store for exercise. I remove my name tag and stuff it into my pocket, and I don’t wear anything else that would identify me as an employee of the store. If I’m off the clock on a break and a customer stops me and asks me a question, I will politely (although reluctantly) stop and answer that question. I’ve always felt that since I’m off the clock on these occasions, I’m not required (and in fact, policy dictates that I’m not allowed and management cannot ask me) to do any work, including answer questions from customers. But today I was told that this is not quite the case.

As I was walking, one of our regular customers recognized me and started to ask me about an item. I don’t work with merchandise, so I rarely know these questions, but had I been on the clock, I would have stopped and found someone who would have known how to answer his question. Since I was on MY time, I said, “I’m sorry, I’m off the clock and can’t help you right now” and kept walking. I ran into this guy again after I’d clocked in after lunch and asked if he’d found what he needed. He said that he had, but he thought I’d been rude to him. Of course, I apologized and said that wasn’t my intention; we’re simply not allowed to work off the clock. This didn’t satisfy him, as he added that he had talked to my general manager. I still thought I was good but decided to ask my immediate manager just to be sure.

She told me that in these cases, I am expected to stop what I’m doing, either help the customer or find someone else who can, and then adjust my time to get paid for my work when my lunch is over. Again, my company’s policy clearly states that a manager cannot ask an employee to work off the clock, but there are no clear guidelines for this particular scenario (I checked on the company site after this conversation).

I’ll probably wind up asking my general manager or human resources, but I wanted to get your take on this in the meantime. I could have been less abrupt with the customer, but can my managers force me to work during my lunch break by having me fill out a sheet to be paid for that time?

Yes, at least in your state (Alabama). The policy that says that a manager can’t ask you to work off the clock is only about pay; it means that they can’t ask you to work without pay. They can, however, ask you to work during a break period as long as they ensure that you end up getting paid for that time.

The reason for that is this:  No federal law requires that workers be given lunch or other breaks. Some states require breaks, but these laws vary by state. In states that don’t require them — like yours — your employer can interrupt your break because it’s something they’re “giving” to you by choice (as opposed to it being required).

Given that, it’s reasonable that your boss doesn’t want employees telling customers, “Sorry, I’m on my break.” From the customer perspective, this is frustrating, unhelpful, and unfriendly. (It reminds me of the time when I waited in a long grocery store check-out lane, only to get to the front of the line and have the cashier announce that it was time for her break and then walk out of the store, leaving me standing there with all my groceries.)

Anyway, of course your boss doesn’t want you refusing to help customers. If you don’t want to be interrupted by customers on breaks, your best bet is to leave the store during those periods or remain in employees-only areas where customers won’t spot you.

{ 161 comments }

It’s short answer Sunday — seven short answers to seven short questions. We’ve got someone who wants to transfer two months into a job, a union forbidding its members to eat lunch with managers, and more. Here we go…

1. Transferring soon after starting a new job

What is the best way to go about asking to transfer to another department within the same company? I have been at my current job for only two months and while the position I am in is ok, there is another department that I have more interest in. How to I go about bringing up the possible transfer to my supervisor? I don’t want him to think that I would quit if I didn’t get transferred, or have him fire me for whatever reason. Also, I’m not even sure if there is an opening in the department at this time. I just want to be considered for any current or future opportunities that may come up.

Um, don’t do that. You’ve been there two months. Their investment in training you hasn’t even begun to pay off yet.

You need to stay in the position you accepted for at least a year before you start thinking about transfers. I’d be irritated as hell if a new hire was already making noises about moving somewhere else.

2. Being let off early your first day on the job

What does it mean if my boss let me off early my first night at work?

Probably that she was attempting to be nice and cutting you some slack on your first day. There’s a small chance that it was actually because you were doing a terrible job and she wanted to minimize the damage, but it’s far, far more likely that she was just being nice. If you’re at all worried, you can always ask, “How do you feel things went today?”

3. Union forbidding eating lunch with managers

I am a manager for a large nonprofit agency in California. There are many managers at the site. We are a union site, with many non-management union employees. Recently, the union membership indicated that it was forbidden for union employees (in particular, bargaining unit employees) to have lunch or take breaks with managers. I enjoy having lunch with some employees who are not managers. Is this legal?

Probably, but I’m not a lawyer and I don’t know for sure. Keep in mind, though, that the union represents employees, and if they have a problem with this, they should speak up.

4. Handling conflicting stories from two employees

As a manager, how do you handle conflicting stories from two or more employees? I’m trying to get to the bottom of an error that was made and boiled it down to two employees. However, each are telling a slightly different story and each putting the blame on the other. I’m not sure who to believe. This gets trickier, since one of the employees is in my department, and the other reports to another manager. How would you handle this situation?

Well, you may not be able to figure it out conclusively. All you can do is talk to each person, be on the alert for BS, and factor in each person’s credibility and what you know about how they tend to operate. You might also ask the other manager for their take. But ultimately it might not be possible to know for sure.

5. Asking a coworker to be a reference

How do you ask a coworker if you can use them as a reference? The last time I tried, I asked a coworker at my former job, and she acted put off by it; she told me that usually you need to know the person longer before asking for a reference. (We worked together for about a year, and got along great.) She has more job experience than I do, so now I’m wondering if asking for a reference from a coworker even appropriate. Did I make some kind of faux paus? When is it appropriate to ask? Or, is it appropriate to ask? I just don’t know how to bring it up.

No, this isn’t a faux paus. She either doesn’t know what she’s talking about, or she doesn’t want to be a reference for you for some reason and didn’t feel comfortable just telling you that directly.

6. Formatting a cover letter

My college career center told me to always include my address and the organization’s address in the cover letter header, in traditional business letter fashion. It looks professional but takes up quite a bit of space. Is it still necessary to do this?

Nope. And you definitely don’t want to do it if you’re putting the cover letter in the body of the email — although you don’t really need to do it in a Word document either.

7. Listing work for a parent on a resume

I am a college senior getting ready to go into the workforce and am currently revising my resume. My dad’s advice since graduating high school was that I should work every summer I was home. He says that employers don’t like to see large gaps in the work history that can’t be explained by being in school. I’ve worked most summers and about a year ago, my mom started her own embroidery business. I couldn’t find a job anywhere last summer, so I helped my mom. My question is whether I should list my mom on my resume or if I should leave that summer empty in the work history. I did do a lot of organizational work and other tasks that I can’t exactly list under my other jobs, but it was really informal and officially there are no employees. (My dad and I are the closest things to employees because we know how to work a computer.)

Sure, you can list that job, and you don’t need to specify that it was your mother’s business unless someone asks you about it. Work is work.

{ 84 comments }

A reader writes:

As I am looking for work, there are some firms I come across that advertise under their career section that say they are “always” looking for talented candidates, but they do not say one way or another if they have any open positions. Sometimes they just have an email and phone number for career inquiries and nothing more. Are they really interested in hearing from anyone who contacts them? What is the best way to go about contacting places that advertise like this in the first place? Should I call the number listed, or send an email with a summary of my qualifications and state my interest in their firm?

Do you know of anyone who has gotten a job this way?

Yes, people get jobs this way.

Here’s the thing about “we’re always looking for talented people” though:  They’re looking for the best of the best. If an average candidate submits their resume in response to this kind of notice, it’s not likely to go anywhere.  ”We’re always looking for talented people” means “we might not have openings right now, but if you’re utterly fantastic, we don’t want to miss out on you and might find a way to bring you on … if you’re fantastic in the particular ways that we need.”

When I’ve received resumes submitted in response to this type of statement, my responses have been any of the following:
* “Wow, this person looks great and has exactly the skills we need. Let’s talk to them!”
* “This person could be a great replacement for Jane if she ends up  leaving this summer. I’m going to file this away until then.”
* “This person is really impressive, and if I needed to hire an XYZ, I’d be all over this person. But I don’t.”
* “Hmmm, I didn’t think I needed to hire an XYZ, but this person makes a compelling case for it. Maybe it’s worth talking.”
* “No.”

Generally speaking though, you’ve got to be really compelling in a case like this — great resume and awesome cover letter. If you’re a perfectly solid candidate but not particularly stand-out, you’re probably going in the “no” pile.

If you decide to apply this way, do not call. Send in a resume and a cover letter explaining your interest in working with them and what you have to offer. You don’t want to call because — well, for the same reasons you never want to cold-call: You’ll be interrupting the person at a time that it might not be convenient, they won’t know anything about you because they haven’t seen your materials yet, and there’s just no reason not to use email for this unless your goal is to make a really pushy sales pitch, which it isn’t and never should be.

Good luck!

{ 16 comments }

Since answering this question from a reader whose employer was limiting her to three bathroom breaks a day unless she got written permission in advance, a commenter pointed out that OSHA rules are likely at play here.

OSHA — the Occupational Safety and Health Administration — says that prohibiting employees from using the bathroom outside of scheduled break times can create unhealthy working conditions … and while it doesn’t require that employees be given free and constant access to bathrooms, or that X breaks be allowed per hour/day, it does require that employees have reasonable access to bathrooms.

The agency notes: “It would be difficult to set a specific interval for breaks, because the need to use toilet facilities varies from person to person and even with respect to the same person. Some of the variables that can affect a worker’s need to urinate are: diet, stress, pregnancy, prostate health, other medical conditions, medication use, weather temperature (working in a cold environment makes people need to urinate more frequently), and the amount and type of fluid consumed. Also, in some workplaces the nature of the work or the tasks being performed may require constant worker coverage/attention. In such situations employers need flexibility in developing procedures that will allow all of their workers access to toilet facilities as needed. A specific schedule for breaks might not allow the flexibility needed to address all types of work situations.”

It’s also worth noting that the Fair Labor Standards Act requires that employees be paid for any break shorter than 20 minutes, so employers shouldn’t be requiring people to clock out to use the bathroom (assuming that you’re not taking more than 20 minutes for it).

{ 12 comments }

A reader writes:

I’ve been looking for a position in the creative industry. My application generally consists of a resume, cover letter, “teaser” images, and a link to my portfolio website. An agency I would love to work for informed me that they’ve decided not to move on to the interview phase with me. Their email included the typical “we’ll keep your information on file for future opportunities.” They also offered to send feedback regarding my application. I’d love to find where I can improve and expressed my interest in receiving their feedback.

It’s been about a month, and they haven’t sent me anything yet. Just a string of emails (all initiated by them) along the lines of “Sorry, we haven’t had a chance to send you our thoughts, but we’re still busy compiling all our notes for you into a document.” Honestly, I was just expecting a few sentences, not an entire document! It just seems odd that a firm that wasn’t interested in moving forward with me is going through all this trouble. Could this mean they’re reconsidering me for the position?

I have no idea what’s going on here — this is very strange. As I was reading your message, I thought you were going to complain that they hadn’t sent you the promised feedback yet, and I was going to tell you to let it go because sometimes these offers are made and then end up falling through the cracks. (Which I’m not defending, but if it happens, you’ve got to just let it go.)

But then I got to the end of your letter and discovered that that’s not your issue at all. Your issue is that they’re implying that they’re creating some sort of detailed feedback document for you, which is really unusual. And maybe incredibly kind of them too. I don’t know whether it indicates that they’re considering you for a position (either the original one or something else), or whether they think you’re really promising and could be a strong candidate for them in a year or two with some feedback now, or whether they’re for some reason in the business of giving people who they never intend to hire detailed feedback on the side. Or, hell, maybe they’re just going to send you a paragraph, and they haven’t gotten around to writing it up yet, and their choice of words inadvertently implied it would be more than that.

All you can do is wait and see what they end up sending you. Please let us know once you find out, because this is an intriguing mystery that I want an answer to.

{ 8 comments }

A reader writes:

I just found that my wife has been talking to an ex-boyfriend through her work email and his work email as well. I saw that there were 23 messages among them, but I only got to page 3 before she deleted them. She says he contacted her after 10 years and admits to getting caught up in all the attention and memories. He lives in Missouri, but just from the few emails I could see it was leading to trouble.

Now my question. My wife says that at no time did she ever want to meet him or was anything going to come of this. But since I could not read the remaining 20 pages of emails, who knows.

Do you think I should contact his IT Dept and ask them if they could get me those emails he was sending from his work? I do not want to go through my wife’s work as I know them all.

No, you should not do that.

First of all, why on earth would his IT department release his emails to anyone other than his manager, let alone to a complete stranger from outside the company? They’re going to say no, and you’re going to look really crazy in the process.

But more importantly, your issue is about your trust in your wife. If you don’t trust her, you don’t fix that by reading through her emails. You fix that by some serious soul-searching, both jointly with her and on your own. Because otherwise that’s how you end up in a marriage where you’re searching through each other’s emails and phones and getting suspicious when the other person gets home late from work and so forth. So deal with whatever the core issue is, not just this one symptom.

{ 167 comments }

Over at U.S. News & World Report today, I spill about reference-checking secrets. Soon I’ll have given away all the secrets and there’ll be nothing left for me to do anymore.

You can read it here.

{ 28 comments }