I recently developed a sensitivity to fragrances. I get headaches, suffer from vertigo and generally feel awful. My boss allowed me to post signs that say “Fragrance-Free Zone,” but some people persist in wearing fragrances. I’m non-exempt and can’t work from home: Part of my job is to take notes in meetings, and the biggest fragrance offenders are in these meetings. What can I do?
An African-American employee is told that he “doesn’t sound black,” a Jewish employee hears that she “doesn’t look Jewish” and a gay staffer’s supervisor tells him he “doesn’t act gay.”
Those are real-life stories, according to several experts on workplace discrimination.
Knowing the difference between employees and independent contractors becomes imperative when an injured customer or client decides to sue. When it comes to making the decision of hiring an independent contractor, do yourself and your business a favor: Do your research and protect yourself. Or, even better, consult with your lawyer.
I have an hourly employee who I cannot get to stop working off the clock. I’ve asked him to only work while on the clock, but the problem persists. I think he’s trying to be helpful, but I’m worried about our liability on the matter and am unsure how to address it with my employee.
Of the four largest private employers in the region, three of them are health systems — Kaiser (10,000 employees), Sutter (9,000) and Dignity Health (7,000). And whether it’s a new trend, a bit of gender-equity karma or just a wonderful coincidence, in this critical sector of the economy, all four of the region’s health centers are led by female executives.
It’s inevitable. You’re just getting into a groove with your business and team when someone announces she’s retiring, moving on, starting a family or going back to school. Or maybe you’re about to take a long-awaited vacation when you find out an employee has given notice.
We are hiring for a new senior marketing position, and I decided to go with CMO for the title to help recruit a rock star from within our industry to potentially serve as my No 2. My director of fundraising, who I personally recruited four years ago, wants her title changed to Chief Advancement Officer for parity. She does good work but in my mind is not C-level material.
I am an exempt employee and have been working at my company for just under three years. I recently had a serious medical issue that required me to terminate a pregnancy for my own health. I’ve now had three doctor visits in comparatively short succession, and my supervisor is asking why. Since this is an incredibly personal matter, I’m wondering how much I am required to disclose?
Long gone are the days of employees spending 40 years in service to the same company. Some experts now say that you should plan to change employment every three to five years to continue to advance and grow. Whenever it comes time to leave your job, you’ll want to make a graceful exit both as a professional courtesy and in consideration of your reputation.
Congratulations sub-par workers, even you can expect a bonus for a mediocre year of work.