All HR people are evil, it's in our job description. Or at least, that seems to be the prevailing theory. In reality, there's just more going on behind the scenes than most people know. I'm here to demystify your Human Resources department and tell you just why you worked your tail end off all year and still got a 1.7 percent bonus.
Two things you should know about me before you read this.
1. I absolutely believe in free speech. The government should never, ever punish anyone for voicing their opinion. You should be able to say whatever you want–even if it’s absolutely horrible–without fear of government reprisal. I will support you 100 percent in your quest to make a speech, hold a march, or even burn a flag.
Lean Cuisine launched a new hashtag campaign: #ItAll. The idea was part of a project they had done, asking women individually what they wanted, and then having them say what they wanted out of life when accompanied by a friend. The results were pretty good–89 percent of the women made more ambitious life choices when they were accompanied by a friend who supported them.
The GDPR is at our door, whether we’re ready or not—and an April poll showed a whopping 90 percent of businessesaren’t ready.
If you’re part of that 90 percent—or just plain wondering, “What the heck is GDPR?”—read on.
What is GDPR?
GDPR stands for General Data Protection Regulation. It’s a new set of privacy laws in the European Union (EU) made to protect its citizens’ and residents’ data. The regulation vastly expands people’s rights over their personal information and how it’s used.
The deadline for businesses to make sure their data practices comply is May 25, 2018.
So why should you care about GDPR if your business isn’t in Europe? Because if you have European customers of any sort, your business needs to follow the laws.
The GDPR website states the laws “will also apply to organizations located outside of the EU if they offer goods or services to, or monitor the behavior of, EU data subjects.” In other words, any company that deals with “EU data subjects” has to abide by the new rules, regardless of where they are based. Those data subjects can include EU citizens and residents, but it could also could be interpreted to include non-residents visiting the EU.
“These down moods were cyclical, coming and going at irregular intervals and varying in their strength and duration. In time they came with greater frequency and intensity, causing deep feelings of depression and fear that so disturbed Ethel that she was unable to perform her daily tasks.”
“At other times her mind raced beyond control forcing her exhausted body to do more and more. Today, her condition would probably be diagnosed as a chemical imbalance. But in her day, they could only rely on prayer, priesthood blessings, and medical treatments that had no lasting relief. She died on August 26, 1937.”
How comfortable would you be, going to file a complaint about a co-worker if you had to do so in a glass office? If you were going to complain about sexual harassment from the company star, say, Matt Laurer, would you feel comfortable doing so in a glass office, where people could see you? 45 percent of us report crying at work, reports my Inc. Colleague, Heather R. Huhman. Might you feel like crying if you had to report something traumatic? Might you not want to do that in a glass office?
Might you be afraid of causing drama by reporting something? People see you walk in, cry, and walk out. They know something is up. Even if the HR manager pulled the blinds, it’s all kinds of obvious.
But, here’s the deal. The reporting employee isn’t the cause of the drama. The harasser is. In this case, Matt Lauer caused the drama. But we don’t see that.
So many people (especially women) are afraid of causing drama so they keep their mouths shut when they would prefer to speak up.
“I can’t afford to pay my employee overtime, so I made them salaried.”
I get this type of email from readers all the time. In every case, it’s a small (and often family-owned) business and the owner has no clue that you can’t just “decide” to make someone salaried.
Being a first-time manager ain’t easy. There are tons of employment laws and it’s pretty hard to memorize them all. Plus, managing people is just plain hard. How are you supposed to balance your employees’ needs with what’s truly best for your business?
That’s why business owners tend to make a lot of rookie missteps. Luckily, here are five mistakes you can easily avoid.
A friend of mine, the mother of six, just had a job interview. While she didn’t try to hide the fact that she had children, she also wasn’t planning to share that she had six of them. So, imagine her surprise when one of the interviewers said, “So you have six children. I’ve just read your CV and it was on there.”
It wasn’t. She believes the interviewer found out by speaking with a friend of hers who worked for the same company or by looking at her Facebook page. She has her privacy settings at an appropriate level, but her cover photo was a family picture–complete with all six children.
Her husband has a similar picture as his cover photo–albeit with five kids (pre-latest baby). He’s never, ever, not once been asked about family size in a job interview. And why should he? It’s not part of doing the job. It wasn’t part of the job my friend applied for, so why ask?
We all (well, 97 percent of us) know that making up rumors about someone’s sex life is not okay. But even still, 39 percent of employees have seen it happen—and six percent say they’ve participated, too.
But gossip isn’t all bad. Sure, the gossip definition we’re used to involves exposing people’s private lives without offering any real value. While that type of gossip will hurt your small business, there’s also a kind that actually has positive effects.
Here are a couple ways to stop the bad kind of gossip from making a mess at your office—while letting the good kind flow.
The General Data Protection Regulation (GDPR) goes into effect next week. Even if you don’t live in Europe or do business officially in Europe, you can find your life affected by these rules. Europe is very concerned about data and privacy and for consumers, that seems to be mostly a good thing.
If you do live or do business in Europe or with Europeans, you’re probably ready, but there’s one thing that can make all this work and all these regulations worthless: your employees.
Last week, Facebook fired an employee who bragged on Tinder about how he had violated privacy protocols to find out information about his intended date. Obviously, his intended love interest didn’t find this impressive and brought it to Facebook’s attention (as she should have.
We are a relatively small company of about 100 employees. We currently have only five reviews on Glassdoor—and three are negative! As the HR manager, this really bothers me and I’m afraid it could affect our recruiting in the future. What can I do to get people to write positive reviews? Can I require it of managers? Can I give people incentives to do it?