HRChick
Seattle, WA
Female, 39
I'm the head of HR for a leading digital media company. I'm responsible for making my company an amazing place to work - or at least I'll go down trying! In short, I set the strategic direction for the HR function of the organization. I wear many hats: member of the executive team, confidant and advisor to my peers regarding people matters, as well as an advocate for all people that work hard to make our products great. People are what make organizations tick, and my job is to empower them all.
The answer somewhat depends. First, I would look at the employee handbook - sometimes, there are specific policies that govern activities outside work relating to conflicts of interest or moonlighting (second paid job). I would check the handbook and see if it raises your particular situation. If not, then it is likely up to you. As an employer, I would appreciate the head's up. But if there's nothing in the policies, then it's your call.
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Nothing - I love animals in the office! I just took a moment to give our office dog, Squid, a belly rub. In fact, a study came out last month that showed that animals in the office are good for employee morale, stress levels and even productivity. This one, unfortunately, has to be blamed on the facilities people and crabby landlords.
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Actually - it's more than costs that would prevent a company from hiring someone who needs government approval to work in the US. As part of the process of applying for a visa, the company needs to demonstrate that they are not able to hire a US citizen to do the work. The standards do vary based on what type of visa the employee needs; for example, Green Card standards are higher than for an H1-B. Overall, the company basically tells the government that they need to hire a foreign worker because they are unable to find a US citizen who can perform the work.
If you or someone you know has been turned down for work because a visa is required, it likely is that the company didn't feel they could meet the legal standard of demonstrating that there are no US citizens available for the job.
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Ah, this is a hard one.
There are many difficult things I've experienced - firing employees, layoffs, business failure, personal failure. But, in 2013, I experienced the hardest situation I've ever dealt with. One of my employees passed away, very unexpectedly. It was the first time I felt completely powerless. I couldn't change the situation. I couldn't influence it to ensure a soft landing. And I really didn't get a chance to say goodbye, and thank him for being a good friend.
I still miss him, and the lesson stays with me - appreciate what you have and make the most of this day. Nothing else we are dealing with is actually that hard. We may fail at something. We may not get the promotion we wanted. But we get another chance tomorrow. Enjoy every up and down, because life is now.
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Dry Cleaner
What happens to clothing at dry cleaners that goes unclaimed?
Sommelier
Do you occasionally get a little turned off by wine snobbery?
Fashion Forecaster
Are people in the fashion world as rotten as those in Devil Wears Prada?
I have a bachelor's degree in Environmental Studies, of all things. Earning a degree was important for me - it gave me confidence in my abilities, and taught me how to research information and write effectively. I also started at the very bottom of HR, as an HR coordinator, and worked my way up. I've been in the field for over 22 years and call on that experience every day. I
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HR is tasked with upholding the values, rules and policies of a company - regardless of who is in violation of them. So, if an executive has engaged in harassment, HR will hold them accountable Similarly, if an employee knowingly makes false accusations that are of a harassing nature towards a senior employee, in violation of company policy or local law, HR should hold them accountable as well. One VERY IMPORTANT call out - the key in that statement lies in being able to discern intent and true violation of company policy. It's important that all employees feel they are able to raise concerns to HR without threat. If they fear reprisal for raising issues that may not be in violation with company policy, that can have chilling effect which is very destructive. That's why conducting thorough, impartial investigations are a necessary part of dispute resolution.
In terms of retaining an attorney, I don't have enough information about the situation to answer you well. As a general response, I would let HR conduct the investigation. If they are good at what they do, they will seek to understand what happened, determine if any violation of company policy exists and, if so, take appropriate steps to address it. That can be everything from issuing a written warning up to termination of employment. If you don't feel the process is fair, by all means either escalate or seek outside assistance.
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We are - we have done a good job of understanding our business, and providing the right support, resources and people solutions needed to reach our goals. That's not to say we are perfect, or that we don't have items we could do better. But I am proud of the partnership we have with our business leaders, the respect we have from our people, and the items we have been able to accomplish. And it all starts with truly knowing our business, our goals and our people, and working to support all of them.
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