We have a female employee who reported sexual harassment from a male coworker. The woman didn’t want to come forward, but once the CEO found out, he felt he had an obligation to handle the claim. We currently are without an HR manager. What is the proper way to handle this? Should an investigation be made?
I recently received a promotion, so two months ago I hired “Jane” to assume the role of my former position. Since she’s been here, Jane has constantly undermined me. She has told lies about my character and my productivity to other employees. It is quite obvious that she intends to do whatever she can to show that I am not fit for my new role. What is the best way for me to document her behavior?
Yesterday, I was an individual contributor who did technical work. This morning, a group of my coworkers and I found out that we are now expected to manage about 10 non-exempt staff each. Overnight! There’s no title change, no increase in salary — just added work and stress. We are told we have no choice and have to take on that extra work because the company’s success or failure depends on us. Can they just make us managers without asking? Do we have the right to turn down these positions?
I am an inside sales representative for a medical device company. I work hard to build relationships over the phone to sell and consult on products. When I was hired, the president specifically told me this was not a telemarketing job. Recently, I caught the president introducing our team as “the telemarketers.” Is this a sign I should go back to school asap or find another job?
We service clients who are kids in the foster care system. We really value when our employees that resign give at least a three-weeks’ notice, so they can transition their clients — kids who have already had upheaval in their lives — to their team members before they leave. Is there any meat that we can put on the bones of a policy requiring a three-week notice, with some type of consequence for not providing this notice?
We are reorganizing and will be eliminating one position. We will have to lay this person off, and I have a few questions about how to handle it: Who needs to be in the room when we tell her? How much severance should we offer? What else do I need to do?
Last year, we hired someone to run our small business, and we paid him very well. However, he was always coming in late, taking Fridays off, calling in sick, having car trouble and dentist appointments, etc. He was an exempt employee, so we kept paying him as if he was there all the time. He quit and we don’t want to have the same problems with the new hire.
My boss is a gossiper. I’ve worked at this company for two years.The first year it wasn’t bad, but she gradually started to say negative things to me about my colleague. As I started to hear more, I couldn’t handle it. I told HR the truth and was advised to speak with my boss’s immediate boss. Our team includes only four people, and I feel my boss will know who complained.
I have been in my current job for about one year. I have been working in my industry for eight years and have an MBA. When I applied, the minimum experience was two years. I have more industry experience and more education. How am I not supposed to see this as gender discrimination?
My boss told me she is resigning. She has given a month’s notice, says she is leaving for a position that will help her grow professionally.Will my new boss be as transparent and flexible and interested in developing me professionally as my current boss? What will I do if we don’t work together well?