Anonymous wrote:

Anonymous wrote:Question: negotiating for a new job. They already made me an offer as I have another job offer. HR insists on me disclosing my salary history before she can process the paperwork. I do not want to disclose. Is there any polite and polished way to push back? thx, HR gurus.

If they made you an offer, complete with offer letter, that should include the salary, which would mean that disclosing your salary history shouldn't change the offer you were given. I'm not sure you can refuse without potentially having the offer rescinded.

But the question is negotiating. I also think it's ridiculous to lay out salary history, but sometimes they have you by the balls right? If I'm negotiating and they want my salary history I should be able to see all their salary histories of people in the same position or people who had my position.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:18:53, a boss being an asshole is not the same as a "hostile" work environment.

Can you give concrete examples

If you are clipping your fingernails at your desk and microwaving fish in the company kitchen, then you are an asshole. But you are not creating a hostile work environment.

this made me chuckle!!!

Anonymous wrote:

Anonymous wrote:18:53, a boss being an asshole is not the same as a "hostile" work environment.

Can you give concrete examples

If you are clipping your fingernails at your desk and microwaving fish in the company kitchen, then you are an asshole. But you are not creating a hostile work environment.

Anonymous wrote:18:53, a boss being an asshole is not the same as a "hostile" work environment.

Can you give concrete examples

Anonymous wrote:Question: negotiating for a new job. They already made me an offer as I have another job offer. HR insists on me disclosing my salary history before she can process the paperwork. I do not want to disclose. Is there any polite and polished way to push back? thx, HR gurus.

If they made you an offer, complete with offer letter, that should include the salary, which would mean that disclosing your salary history shouldn't change the offer you were given. I'm not sure you can refuse without potentially having the offer rescinded.

Question: negotiating for a new job. They already made me an offer as I have another job offer. HR insists on me disclosing my salary history before she can process the paperwork. I do not want to disclose. Is there any polite and polished way to push back? thx, HR gurus.

18:53, a boss being an asshole is not the same as a "hostile" work environment.

Anonymous wrote:No I didn't have a low IQ. I did quite well in school........

Or how about the employees who want to complain that they work in a "hostile environment" and they are going to sue because their boss is a jerk. Hate to tell you, it's not illegal to be a jerk. It's illegal to be a jerk to someone for an illegal reason, such as protected class. But if your boss is an equal opportunity A hole, that's not illegal. Also if you get terminated from your job, it is not automatically illegal. So many people I know, whenever they get fired or laid off, immediately start talking about lawsuits. Sigh. Unless they fired you for an illegal reason, you are wasting your time.

Basically we deal with a lot of stupidity on the part of overly-entitled people. Now I can also tell you that I go out of my way for staff people when they really need me. When they get cancer or go on bed rest for nine months and need help with their disability benefits and navigating FMLA, I am there for them. I send meals to their home. When they are in rehab I make an extra effort to call them, text them, send them chocolates or whatever is allowed, because I care about them. If someone suffered as a result of my neglect when they were working here I would feel just terrible. So I actually do make an effort to put the "human" in human resources.

As for giving incorrect information, that is what the employee handbook is for. Your HR person will love you forever if you show that you actually read it.

Actually, a hostile work environment and bullying is something that should be reported and something the hr should do something about.

I do not believe you do anything for the people on FMLA.
You sound like an incompetent bitch and I think you have a low iq

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Have you had complaints of people being retaliated against for taking time off (eg) for medical problems, pregnancy, etc. How did HR handle it? What was the resolution?

Not HR Bitch, but an in-house lawyer who works with HR. I have never gotten an actual complaint that was valid re retaliation. A lot of people who thought they were immune from discipline (or economic layoffs) because they had just come off mat leave, or were on FMLA intermittent leave, or whatever. I have, however, sent more than one annual review back to a manager before it ever got to an employee, because the manager mentioned FMLA-protected leave in a negative light (although it rarely seemed to impact the numerical score). Prevention worth a pound of cure, I guess.

I'm an I house lawyer too. Is it standard practice for you to look over the reviews?

Didn't use to be, but it is now. We didn't have an inhouse lawyer before me. My spidey senses got to tingling and I asked to see the reviews of anyone who had been on leave or had registered a complaint with compliance before they went anywhere. So that bought myself looking over everyone's, which the head of HR does as well. I think I'm part lawyer, part detective, part fail-safe.

Pp here. Good idea. I get that way sometimes too - usually results in interesting findings, head banging on desks and extra work. Sometimes ignorance is bliss (but that would be irresponsible).

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Have you had complaints of people being retaliated against for taking time off (eg) for medical problems, pregnancy, etc. How did HR handle it? What was the resolution?

Not HR Bitch, but an in-house lawyer who works with HR. I have never gotten an actual complaint that was valid re retaliation. A lot of people who thought they were immune from discipline (or economic layoffs) because they had just come off mat leave, or were on FMLA intermittent leave, or whatever. I have, however, sent more than one annual review back to a manager before it ever got to an employee, because the manager mentioned FMLA-protected leave in a negative light (although it rarely seemed to impact the numerical score). Prevention worth a pound of cure, I guess.

I'm an I house lawyer too. Is it standard practice for you to look over the reviews?

Didn't use to be, but it is now. We didn't have an inhouse lawyer before me. My spidey senses got to tingling and I asked to see the reviews of anyone who had been on leave or had registered a complaint with compliance before they went anywhere. So that bought myself looking over everyone's, which the head of HR does as well. I think I'm part lawyer, part detective, part fail-safe.

I am also an HR person. My background was in running companies - the books, the administration, the database, etc - and just got stuck with HR. I think many companies don't take "HR" seriously and just stick it on someone.

No I didn't have a low IQ. I did quite well in school. My main job is the financial managment of some 20 million dollars. HR is important - you need someone who understands the laws so your company doesn't make some huge, costly mistake.

If I am sometimes a bitch it is because employees, can, at times, be maddening. Example: Employee says, "why do we even HAVE health insurance if I, personally, actually have to READ my bills and make sure that I am getting the correct benefits, and that my doctor is billing me appropriately?". Um, the company provides you with health insurance to keep you healthy. We provide the benefit to be competitive with other employers. You still need to be a responsible consumer and make sure that you are getting the maximum benefit out of your health insurance, paying the appropriate co-pays, etc. It's not my responsibility to read your bills for you and tell you if the doctor should have charged you $10, not $15. If you want to talk about the details of what the plan does and does not cover so that you understand it, great. But too many employees expect HR to wipe their butts for them.

Another example: "I didn't get my metro card in the mail today like I was scheduled to. How am I supposed to get to work tomorrow?" Um, seriously? It is my responsibility to follow up with WMATA to find out why the pass the company paid for wasn't mailed. But I am not your mom. You figure out how to solve your part of this problem, which is how to get to work tomorrow.

Or how about the employees who want to complain that they work in a "hostile environment" and they are going to sue because their boss is a jerk. Hate to tell you, it's not illegal to be a jerk. It's illegal to be a jerk to someone for an illegal reason, such as protected class. But if your boss is an equal opportunity A hole, that's not illegal. Also if you get terminated from your job, it is not automatically illegal. So many people I know, whenever they get fired or laid off, immediately start talking about lawsuits. Sigh. Unless they fired you for an illegal reason, you are wasting your time.

Basically we deal with a lot of stupidity on the part of overly-entitled people. Now I can also tell you that I go out of my way for staff people when they really need me. When they get cancer or go on bed rest for nine months and need help with their disability benefits and navigating FMLA, I am there for them. I send meals to their home. When they are in rehab I make an extra effort to call them, text them, send them chocolates or whatever is allowed, because I care about them. If someone suffered as a result of my neglect when they were working here I would feel just terrible. So I actually do make an effort to put the "human" in human resources.

As for giving incorrect information, that is what the employee handbook is for. Your HR person will love you forever if you show that you actually read it.

Anonymous wrote:Why do I know more about our HR policies and benefits than our HR staff? When they were hiring me, I actually had to explain things to them. Basic things, like what the 403b contribution was. It's a non-profit, if that matters. It's like they're obtuse.

Same experience here, in regard to benefits. Though I'd take it a step further. I also know more about my insurance policy (because I read the documents) than the insurance company does. Something is wrong there.

Anonymous wrote:

Anonymous wrote:These helicopter parents baffle me. Don't these employees have enough backbone to tell mom to get lost? If I was HR I'd be wondering about their level of assertiveness. Although I guess some jobs are meant for wimps..

Because the last thing a fresh-out-of-college type needs is a public confrontation with her/his parents?

Way are you talking about? A convo over dinner is hardly a public confrontation.

Anonymous wrote:These helicopter parents baffle me. Don't these employees have enough backbone to tell mom to get lost? If I was HR I'd be wondering about their level of assertiveness. Although I guess some jobs are meant for wimps..

Because the last thing a fresh-out-of-college type needs is a public confrontation with her/his parents?

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Do you automatically devalue an application from someone who is not currently working (and would that opinion change if that person voluntarily left the last job, because a project wrapped up and there was no other role that was a good fit for them on the horizon at that company, and they were burned out and wanted a break before the next job)?

I absolutely used to. The thinking used to be, "What's wrong with you that you haven't had a job for so long?" But the recession has been a bitch and a half to so many people that if I maintained that thinking then I'd be passing up really great people, and the opportunity to help people out.

Now my thinking is, "What have you been doing with your time out of work?" I don't even mind if the answer is "I went traveling through Asia for two months for a total immersion experience in an effort to improve my Japanese" or something, even if we don't value that skill specifically. I want to hear that you brushed up on some skill, have been volunteering or mentoring, etc. Just give me the impression you've been doing something other than watching porn on the couch and taking breaks from that by watching Maury.

You sound very reasonable. Do you think this attitude is the norm now among HR people, or are you more of an exception?

No, I don't think it's the norm. Also, keep in mind that often we're told by partners what their criteria is. The reality is, there are plenty of people still working yet looking for new jobs. We could totally get by filling jobs with people who are currently working. Why take a risk on someone who's spinning the once-a-month PTA meeting as volunteering in a leadership position when we could just hire someone from our competition?