I just started a new job where I am an exempt employee. When I started, I was asked to provide a “regular work schedule” that I selected as 7:30 a.m.-4:00 p.m. When I inquired about coming in at 8:30 on Monday and Friday mornings, my employer said they didn’t favor that and as a new employee, I didn’t feel comfortable pushing back. As an exempt employee, what are the rules about standard hours?
I am currently handling a nasty investigation into bullying and harassment at my company. What do I do after the investigation if all parties remain with the company? The relationship has broken down — do we just have to move the employees? I think it’s too late for mediation.
It’s not a party. It’s a meeting with barbecue and beer. Granted, nobody is (hopefully) going to show a Power Point or be called to the carpet for not meeting their Q2 goals, but it’s a meeting. Anytime you are with coworkers, you should consider yourself at work and treat it as such.
I work for a small, established company, and we don’t have policies in place for employee reviews. Actually, we don’t really do reviews at all. I find this odd. Is there a reason a company wouldn’t ask for or provide formal feedback? If I wanted to put a procedure in place for the people I manage in my department, what would I need?
Recently my boss went out of town. Upon her return, she called me and my co-worker into her office to tell us that our HR person emailed her while she was out and said someone in the office complained about us being too loud. Yes, we were joking and laughing, but no one came to me to complain or ask that we lower our voices. Still, my supervisor told me the incident is going on my record. I feel like I’m in kindergarten even asking for advice on this, but can I really be written up for talking loudly?
I am a new hire at a Fortune 100 tech company. It’s a sales position, and just days into the job I landed my first sale — a big one. I am about to close my second sale and was excited until I was told that because my compensation package had not yet been signed and finalized, I would not be receiving nearly $5,000 in commission for these deals. I’m angry, and I don’t know what to do to get paid and make sure this doesn’t happen again.
My supervisor assigned to me major new responsibilities at work. When I asked to discuss my compensation, he said it could only be addressed as part of my annual review. Now, my compensation will be discussed only after HR signs off on the raise he already proposed. How should I proceed if the pay increase feels too low or if back pay isn’t included?
Our small company is considering bringing on two or three summer interns. Half of me thinks this is a great way to get some help with projects, tap into the knowledge of a younger generation and give back to our local students. The other half of me thinks this is going to be a management nightmare that will suck my working hours dry. How can we ensure a successful summer for everyone involved?
I hired a new business development director because she promised she could bring a specific new client on board. It’s been six months, and it’s pretty clear that the client is not happening. She’s done a great job otherwise, but I feel duped. What can I do?
Last year, I paid someone to relocate for a position with our company. I had the person sign a contract requiring repayment if she left before one year. At one year and two weeks, she quit. Now it’s looking like I need to recruit from out of the area again. Are there any tips you can give me for making sure that the person doesn’t run out the door?