It’s five answers to five questions. here we are…
1. Our boss told us we can’t share lunches with each other
I’ve been eating lunch with some of my co-workers for over four years. Sometimes we bring food and we share it. Last month, my manager and everyone else told me that we had lunch with him and could no longer share our food with each other. Apparently, someone not eating with us complained about us having lunch together and sharing our meals with each other. My manager said it was a favor because we didn’t invite anyone else in the section to dine with us and share our food with them. So basically, we can’t bring our food and share it with my close friends at work because we show favoritism by not inviting the whole department to eat with them and not sharing our food with them.
This is ridiculous. You are an adult, not children, and you should be able to share your food with whomever you like well.
Obviously, if you were bragging about the point of excluding a particular person, it would be stupid and your boss should tell you to stop being an ass. But having a small group of coworkers eat lunch isn’t a big deal, and your manager seems to think he’s running a kindergarten.
I don’t know if it’s a fight that you feel like fighting or not, but you’ll be on solid ground by saying, “This is our lunch break, when we’re on our own time. We’re not trying to be exclusionary, but we’re all adults here and we think it’s up to us who we share our food with. “.
Otherwise, you might consider leaving the office for lunch.
2. My employee fell into a scam
I run a small retail business, and while I was out this afternoon, someone came over and tricked one of my employees into giving him $300 in cash from the register. I tell my staff I was buying some furniture from him and we talked about it, so I handed him the money, then she realized what I did and called me.
How can I proceed from here? I know trust scammers are professionals, but handing over $300 without checking the boss — I’m good at telling my team when changes happen and not asking anyone else to pay anyone else — seems like a huge error in judgment. That’s not an insignificant amount for the company – it’s an average of acquisitions per day.
Any advice on how to deal with this employee would be appreciated.
The business should cover the expenses, just as you would if you made a completely different kind of mistake in your business that costs you money. Absorbing the cost of errors is part of the cost of doing business. You should not ask an employee to pay for something that happened while performing his job in good faith.
But use this as an incentive to train all of your employees to spot scams and deal with similar situations that may arise in the future.
3. How can we be fair without being strict?
I am in a formal business training agreement with a husband-and-wife team that owns a business near me. They are also close personal friends, so I know a little about the business and their business. The business they own is a national franchise of the home service business.
The question now is: How can we accommodate technicians (employees, not independent contractors) who need flexibility in start times due to circumstances beyond their control, while still maintaining standards and a sense of fairness among all employees (particularly other technicians)? Some are single parents, some have children whose school start times vary, and sometimes they all deal with the variable of which schools open in person and which ones are closed due to exposure or quarantine style restrictions? (Meaning that the need for flexibility exists for each individual technology, not just from technology to technology.) Explicitly, 7:45 a.m. counts as “on time,” but one or two can’t get there before 8:30 a.m. without a serious disruption to their work. family obligations. How can they apply the rules regarding delay, and provide the necessary flexibility, while maintaining a sense of fairness?
Four general principles:
* We strive to give people the maximum flexibility you can without harming company operations. Stay away from the rules that exist for the sake of the rules.
* Spend some time figuring out what you can and can’t be flexible about. Start times are probably not a big deal. Maybe they are. You can probably accommodate two people coming in late, but not everyone does. Find out where the lines are and connect them openly and directly with your team. If there are some things that you definitely can’t internalize or that you can’t internalize more than rare, be honest about them.
* If someone’s flexibility means that other employees are stuck in more work or unwanted work, make sure you realize this in tangible ways (such as money, extra time off, assimilating other things that are important to that person, or anything that makes sense for the context talk).
* Make sure your flexibility is not limited to parents; Non-parents generally have obligations in their lives that are important as well. Make sure you don’t set up a parent/non-parent split on your team. At the same time, though, the fact is that parents are operating under a uniquely bad set of circumstances right now, and it’s okay to realize that as long as you don’t ignore non-parent realities either.
4. Should I mention that I crossed at the time of the interview?
After many years with my employer, I decided to look for another position. I’m a management major in a progressive city in a progressive area – which is great because I’m transgender, and looking for work as a transgender person is stressful in any area. I am so fortunate to have spent so much time on my transition that I reliably registered as a male 100% of the time. Talking to coworkers will never be touched upon if I don’t make a point to be honest about it. which I am. I have become reasonably adept at finding appropriate ways to disclose this information at what I consider the appropriate time depending on the person.
Should I tell potential employers that I am transgender during the application stage? My partner thinks I should do it because it might be an advantage for my prospects due to the interest in diversity in employment. I don’t think it’s appropriate – it’s not relevant to my profession, and as a hiring manager, I find an issue when someone discloses a protected status before they’ve even been hired (after all, one may never know why they didn’t get the job). Also, I’m really uncomfortable with the obvious masculine privilege I get on a daily basis. I don’t feel entitled to try to manipulate the system further.
I could find a way to turn this information into an interview as a question about “measuring culture”. Do I have to?
Legally, employers cannot consider this (even in your favour) when deciding whether or not to hire you. In reality, though, employers consider illegal agents all the time, consciously or unconsciously. And since transgender people face discrimination more often than they do positive employment bias, it’s at least as likely to hurt you as to help you.
But there’s probably value in that, if it helps weed out fanatical employers. If you have the luxury of being at least somewhat selective in your research, it can make a lot of sense to mention things that will help you rule out places where you don’t want to work. Doing this with a question about culture is a good technique, so it doesn’t seem to be randomly intertwined in the conversation.
5. Apply after withdrawing previous applications
How often can you continue to apply in a company after withdrawing previous applications? I applied to the same company twice in the past two years, and then withdrew my application each time after they offered me an interview. The first time I actually accepted another job offer and was honest about this via email; The second time I decided to stay at my current job at the time, so over the phone I gave an excuse to change my circumstances.
Now I’ve quit my last job, that same company doing advertising again, and I’m interested. But I’m also applying elsewhere, and if I keep withdrawing my application, I worry I’ll become like Ben White at Parks and Recreation, and let down the accounting firm over and over again.
So, what is etiquette? Am I okay to continue to advance to this company? Or should I begin to approach this situation with more caution, in case they view me as an unreliable candidate?
You are fine progressing again. The first pull hardly matters – there’s nothing precarious about you actually accepting another job by the time they called you. The second time around wouldn’t be great on its own either; It’s only a fact that it’s the second time this has happened could Make it more interesting.
Go ahead and apply again if you wish, as long as you are sure you will go to an interview if offered (assuming, of course, that you haven’t already accepted a different job in the meantime; there’s no control over which – which).