Jefferson Miller is a freelance illustrator and designer based in Sacramento, CA. You may recognize his retro-inspired cartoon style on beer cans, comics, books (like the A Small Fiction book) and event posters. See more of his artwork on his website jeffersonmiller.com and on Instagram:@artofjefferson
Evil HR Lady shares how to protect employees while following California’s new law.
I have an employee, Jeff, who is high up in his role at a very large company. He is among the top leaders of the organization. However, he is being slightly demoted due to his behavior and inability to meet the expectations of the role.
Our new CEO has been at our nonprofit for approximately six months. As the director of HR, the vice presidents and I went to our board with concerns regarding our new leader and his memory issues. He can’t remember the decisions he makes. I know there’s such a thing as a fitness-for-duty test, but these are usually centered around physical fitness. Where do I go from here?
I have a weird problem. We have some jobs that can be done
remotely, and some must be done on-site. Several employees who
can work remotely moved during the pandemic, so they couldn’t
come in without moving back. But the problem is that both the WFH
(work from home) and the WIO (work in office) think they deserve
salary increases because of their working conditions.
I currently work for a small mom-and-pop company of only 11
employees, including the owners. The owners are husband and wife,
65 and 75 years old. The co-owner (husband) keeps having
“boys only” events, such as weekly happy hours and trips on his
boats; women are not invited.
A brand-new HR director discovers that an employee earns
$13K more than her director, who oversees a team of 10. What
should she do after the manager requests a pay increase?
What do you do when an intern isn’t working out? Well, with an employee, you’d probably put them on a performance improvement plan and tell them to shape up or ship out. But should you be so harsh with the intern? The answer: Yes, with caution.
People often neglect the HR aspects of their jobs, even failing to take these tasks seriously. From one HR pro to another, Evil HR Lady tells how to rally employees and coax leadership onboard — and when to let it go.
Unlike virtual reality, which immerses users in an artificial environment, augmented reality superimposes information in the real world. This information can take the form of graphics, text, audio and other sensory inputs to enhance one’s experience.
A newcomer inquires how to get ahead and advance in their field. Evil HR Lady offers advice for how to become valuable to coworkers and bosses, and how to identify a mentor.
People get promoted to management roles because they are good at doing the work, but managing the work is nothing like doing the work, Evil HR Lady says. Here are three things new managers should know.
A manager who follows the adage ”praise in public, punish in private” is finding that employees are starting to feel singled out for their bad behavior. Evil HR Lady offers some advice on how and when to dole out feedback.
When an employee has a PTSD episode in the break room, an employer wonders if and how to offer help. Evil HR Lady advises how to verify a disability and reviews issues of accommodation and confidentiality.
As a human resources professional, you can’t eradicate people’s racist thoughts. But, Evil HR Lady asserts, you can change the company culture so people know that they cannot get away with harassment.
The customer is not always right — and is sometimes profoundly wrong. Evil HR Lady presents the moral and legal obligations employers have to their employees if a customer harasses them.
HR people often advise victims of harassment to “just document everything!” without explaining how to go about it. Here’s a quick guide to what you need to do when you’re documenting harassment.
A manager frustrated with an employee who frequently complains wonders if the problem lies with their management style, the team or the employee. Evil HR Lady offers perspective and potential solutions.