Quick pimp!

Jul. 26th, 2017 10:29 pm
elisi: (Shiny! Kaylee by eyesthatslay)
[personal profile] elisi
Hereby recommended:

Chance Encounters (AO3 link) by [profile] luckweaver.

Summary: The first step in the plan was to lie low for a little, and stay out of sight. Of course, trouble had a way of finding Roda...

Notes: This is a series of short stories, probably 3 chapters for each, with minor details about what Roda gets up to immediately following the events of 'The Death and Life of Rodageitmososa'. These take place during Roda's 8th regeneration.

6 chapters posted. Some great guest stars. Go. Enjoy. :)

World Fantasy Award Nominees

Jul. 26th, 2017 03:11 pm
marthawells: (Miko)
[personal profile] marthawells
http://www.tor.com/2017/07/26/the-2017-world-fantasy-award-nominees-have-been-announced/

Congrats to all the nominees!

Novel

Borderline, Mishell Baker (Saga)
Roadsouls, Betsy James (Aqueduct)
The Obelisk Gate, N.K. Jemisin (Orbit US; Orbit UK)
The Sudden Appearance of Hope, Claire North (Redhook; Orbit UK)
Lovecraft Country, Matt Ruff (Harper)

Long Fiction

The Dream-Quest of Vellitt Boe, Kij Johnson (Tor.com Publishing)
The Ballad of Black Tom, Victor LaValle (Tor.com Publishing)
Every Heart a Doorway, Seanan McGuire (Tor.com Publishing)
“Bloodybones,” Paul F. Olson (Whispered Echoes)
A Taste of Honey, Kai Ashante Wilson (Tor.com Publishing)

Short Fiction

“Das Steingeschöpf,” G.V. Anderson (Strange Horizons 12/12/16)
“Our Talons Can Crush Galaxies,” Brooke Bolander (Uncanny 11-12/16)
“Seasons of Glass and Iron,” Amal El-Mohtar (The Starlit Wood)
“Little Widow,” Maria Dahvana Headley (Nightmare 9/16)
“The Fall Shall Further the Flight in Me,” Rachael K. Jones (Clockwork Phoenix 5)

Anthology

Clockwork Phoenix 5, Mike Allen, ed. (Mythic Delirium)
Dreaming in the Dark, Jack Dann, ed. (PS Australia)
Children of Lovecraft, Ellen Datlow, ed. (Dark Horse)
The Best American Science Fiction and Fantasy 2016, Karen Joy Fowler & John Joseph Adams, eds. (Mariner)
The Starlit Wood, Dominik Parisien & Navah Wolfe, eds. (Saga)

Collection

Sharp Ends, Joe Abercrombie (Orbit US; Gollancz)
On the Eyeball Floor and Other Stories, Tina Connolly (Fairwood)
A Natural History of Hell, Jeffrey Ford (Small Beer)
Vacui Magia, L.S. Johnson (Traversing Z Press)
The Paper Menagerie and Other Stories, Ken Liu (Saga; Head of Zeus)

Artist

Greg Bridges
Julie Dillon
Paul Lewin
Jeffrey Alan Love
Victo Ngai

Special Award, Professional

L. Timmel Duchamp, for Aqueduct Press
C.C. Finlay, for editing F&SF
Michael Levy & Farah Mendelsohn, for Children’s Fantasy Literature: An Introduction (Cambridge University Press)
Kelly Link, for contributions to the genre
Joe Monti, for contributions to the genre

Special Award, Non-Professional

Scott H. Andrews, for Beneath Ceaseless Skies
Neile Graham, for fostering excellence in the genre through her role as Workshop Director, Clarion West
Malcom R. Phifer & Michael C. Phifer, for their publication The Fantasy Illustration Library, Volume Two: Gods and Goddesses (Michael Publishing)
Lynne M. Thomas & Michael Damian Thomas, for Uncanny
Brian White, for Fireside Fiction Company


The awards will be announced at the World Fantasy Convention, which this year is November 2-5 in San Antonio, TX. http://wfc2017.org/wfc2017/

Headliner guests are Tananarive Due, Karen Joy Fowler, Gregory Manchess, David Mitchell, Gordon Van Gelder TOASTMASTER: Martha Wells

What I am reading Wednesday

Jul. 26th, 2017 09:13 pm
paranoidangel: PA (PA)
[personal profile] paranoidangel

What I Just Finished Reading
Millions Like Us: Women's Lives During the Second World War by Virginia Nicholson. Finally! I kept reading it on and off so it's taken me ages to get through it. It's quite long and it's hard going reading about the awful things some of these women dealt with.

Even after the war things were quite hard. Some women were happy to go back to being housewives... except that rationing got worse and they spent their time queueing for food when there wasn't enough for everyone in the queue. Other women had opportunities opened to them, but then got married and had a baby and then found they were trapped in their lives as mothers. Two of them used to spent their days drinking whisky round one of them's houses while their children played!

What I'm Currently Reading
The Mill Girls by Tracy Johnson. I found this in The Works for £2 and decided to read it next on the basis that it was short. It's a collection of four stories of women who worked in the cotton mills in Lancashire. I've read three of them so far and although they're quite similar in that their families were poor and the women went out to work at 14, they have different attitudes to the mills. Although it's interesting that what they had in common is that when they enjoyed it, it was because they were working with other women their age that they had things in common with.

What I'm Reading Next
I don't know. It depends on what I fancy reading after I finish this book.

Mirrored from my blog.

[syndicated profile] askamanager_feed

Posted by Ask a Manager

A reader writes:

We use an internal messaging service at work that allows people to make and recall emojis by writing anything into parentheses. For example, if I designed an emoji of my face, uploaded it and called it “Tina,” anyone in the company could type “Tina” and that emoji would come up. It’s generally great and fun and collaborative.

One issue is there’s a dancing frog which shares its likeness with Pepe the alt right frog. Pepe is, obviously, a totem that is synonymous with hate speech. Unfortunately my HR rep in the office has taken to using this dancing frog in her office correspondence. All the f’ing time. I am confident she doesn’t know what Pepe is or represents, as she is not particularly culturally up to date. She thinks it’s just a celebratory dancing frog. Our company, however, is a very internet savvy digital media agency so EVERYONE ELSE knows exactly what it is.

I really am uncomfortable when she uses the Pepe, as it seriously dampers conversations. I want to let her know but I don’t want her to think I’m being condescending or pretentious. I also don’t want her to think it is a political thing as I am outspokenly against the current administration and I’m not confident that she feels the same. It’s a hate symbol thing. I would go to HR with it, but she is HR.

I’m seriously baffled by what to do, though it may seem trivial.

Why on earth is no one else in your office speaking up and telling her?

This doesn’t have to be complicated.

It would actually be more awkward if she did know the story behind the symbol — although speaking up about it would still be the right thing to do (even more so, in fact).

But in this case, since she genuinely doesn’t know, you’ll be filling her in on something that a reasonable person would be grateful to know. And even if she’s not a reasonable person, it’s still a valid thing for you to point out.

You could just say this: “I’m pretty sure that you don’t realize that that dancing frog emoji is identical to a symbol that has become associated with racism, anti-semitism, and other hate speech. I know that’s not how you’re intending it, but given that it’s become so strongly associated with those things, I figured you wouldn’t want to keep sending it out in company correspondence!”

If she seems skeptical, you could add, “The Anti-Defamation League added it to its database of hate symbols last year.”

That should be enough to take care of it. But if for some reason it isn’t, the next time she sends something out with the frog on it, I’d hope you could get others on your staff to add their voices to yours too, so that the chorus of people telling her to knock it off is louder.

my HR rep keeps using a Pepe the Frog emoji was originally published by Alison Green on Ask a Manager.

★ Unordered Lists in Markdown

Jul. 26th, 2017 05:50 pm
[syndicated profile] daringfireball_feed

Posted by John Gruber

In Markdown, you can create unordered lists using any of three characters as the “bullets”: asterisk (*), hyphen (-), or plus (+). Why all three? More or less: why not? Better to let people choose the character that feels most natural to them. I know a lot of Markdown users choose different characters for different levels of hierarchical lists, and that went into the original thinking as well.

I’ve always been curious which list markers people actually use, so I did a poll on Twitter. The results:

  • 42% Asterisk (*)
  • 54% Hyphen (-)
  • 04% Plus (+)

You can only respond to Twitter polls using Twitter’s official clients, and because a lot of my followers have the good taste to use third-party clients like Tweetbot and Twitterrific, I wound up getting a lot of “responses” by way of replies to my tweet. They don’t show up in the results above, but eyeballing them, they’re right in line: lots of fans of asterisks and hyphens, crickets chirping for plus.

I’m most surprised by how unpopular plus is. I use it a lot myself. The funny thing is, I’m not even sure how I’d answer the poll personally — I use all three, depending on my mood. Part of the reason Markdown supports all three characters is that I couldn’t decide on just one back in 2003, and I still can’t.

The glaring omission in supported characters, of course, is an actual bullet (). If Markdown had only been something I’d meant to use myself, or among friends, I would have made use of punctuation characters outside the 7-bit ASCII range, and literal bullets would have been first on the list. But at the time, character-encoding mismatches were still a daily problem. Today, UTF-8 is sufficiently universal that using such characters in an update to Markdown would probably work out fine.

[syndicated profile] daringfireball_feed

Posted by John Gruber

The same passage that caught my eye in the WSJ’s profile on Apple Park — on employees being upset at having to move from private offices to open work spaces — caught Jason Snell’s as well:

No battle plan survives contact with the enemy. Some of the initial resistance will be the natural human response to any change, of course. But beyond that, there will almost certainly be real issues with moving productive Apple employees out of their offices and into big white open-plan workspaces. It’s going to be a period of adaptation for everyone who works at Apple.

We moved to an aggressively open plan, with almost no offices, when I was at IDG. I think it worked for some people, but it definitely didn’t work for others. Sometimes I think people who work in fields where an open collaborative environment don’t understand that people in other fields (writers, editors, programmers) might not share the same priorities when it comes to workspaces.

Batch Processing in Apple Photos

Jul. 26th, 2017 05:19 pm
[syndicated profile] daringfireball_feed

Posted by John Gruber

Kirk McElhearn:

Apple’s Photos app does not allow you to perform batch processing. However, there is a way that you can quickly apply the same changes to multiple photos.

Copy and pasting adjustments is better than nothing, and this is a very good tip. But man, Photos for Mac really needs to up its game when it comes to batch processing and triaging new photos.

[syndicated profile] daringfireball_feed

Posted by John Gruber

Christina Passariello, in a gorgeously photographed profile for WSJ Magazine:

Ive’s friend Bono, writing in an email, says he’s “restless and relentless in pursuit of perfection,” while Norman Foster, whose architecture firm was hired by Apple to build the headquarters at a reported cost of $5 billion, calls him “a poet.” Other designers are “amazing essayists, but the difference between an essay and a poem is that you really have to work harder at the poem. It’s much more distilled, it’s much more the essence,” Foster says. “He works tirelessly at the detail, evolving, improving, refining. For me, that makes him a poet.”

That rings true to me.

The thousands of employees at Apple Park will need to bend slightly to Ive’s vision of the workplace. Many will be seated in open space, not the small offices they’re used to. Coders and programmers are concerned that their work surroundings will be too noisy and distracting. Whiteboards — synonymous with Silicon Valley brainstorming — are built into floor-to-ceiling sliding doors in the central area of each pod, but “some of the engineers are freaking out” that it isn’t enough, says Whisenhunt.

This would drive me nuts, I suspect.

[syndicated profile] askamanager_feed

Posted by Ask a Manager

A reader writes:

I work at a university. My boss has an almost-5-year-old son, and she brings him into the office … a lot. I work in an open bullpen, so even when he’s in her office, he’s usually making noise or listening to an iPad at a loud volume, when he’s not running around the office.

Today, however, as I was standing and talking to her and another colleague, her son wandered up and punched me in the groin. My boss immediately forced him to apologize and then let him go to wander off and “explore” the rest of the office and picked back up in the conversation like nothing happened.

I also know that there are hours at work when she has a FaceTime connection between her work iPad and the one they have at home as a sort of remote babysitter. She doesn’t mute it or turn the volume down when someone comes into the office to discuss work items.

I stopped in at HR, and the university doesn’t have a specific policy about children at the office other than “use discretion,” but the HR director wasn’t at all surprised to hear that my boss had been bringing in her kid (indeed, she nailed it right on the head after I asked about the policy and asked for further info). Is there anything I should or shouldn’t be doing to either in terms of documenting what’s happening or better ways to handle what’s going on?

I answer this question — and four others — over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here.

Other questions I’m answering there today include:

  • Explaining to staff that they need to let me know if they’re out of the office
  • Should I tell my competition that we’re up for the same job?
  • What should I wear when meeting about volunteer opportunities?
  • How can I thank my boss for hiring my friend?

my boss’s kid punched me in the groin was originally published by Alison Green on Ask a Manager.

Petrarch and Laura

Jul. 26th, 2017 04:11 pm
[syndicated profile] jo_walton_blog_feed

Posted by Jo Walton

I see I have become a legend, my life, my love,

And her life and death, a legend.

In time it will all be remembered

In time it will all be forgotten

And remembered again, the wrack and refuse

Of all I did and meant and cared for

From fragments painfully regained

That is the nature of legends

And time and life and love.

 

So imagine my embarrassment

That what is known of me, that all I am remembered for

Out of everything I was and did,

Is my worldly love for an earthly girl

Not the symbol of Heaven’s love,

Nor the breeze dancing over the battlemenrs

To shake the laurel leaves,

The golden hills rolling away

From the waters of Bablyon where I sat down,

But the breath that moved in her real breast

And her small, individual, irreproducible smile.

 

Cardiff, 25th July 2017

[syndicated profile] badscience_feed

Posted by Ben Goldacre

By now I hope you all know about the ongoing global scandal of clinical trial results being left unpublished, and of course our AllTrials campaign. Doctors, researchers, and patients cannot make truly informed choices about which treatments work best if they don’t have access to all the trial results. Earlier this year, I helped out […]
[syndicated profile] kimchicuddles_feed


For me, relationships aren’t about hoarding something…

Keep Kimchi Cuddles (and my other projects) going strong by becoming a patron, and get some cool gifts! Thank you SO MUCH for your support!! ♥ https://www.patreon.com/kimchicuddles

my coworker won’t stop complaining

Jul. 26th, 2017 02:59 pm
[syndicated profile] askamanager_feed

Posted by Ask a Manager

A reader writes:

We’ve recently had a lot of budget cuts at work, leading to a staff restructuring … translation: everyone was made redundant and forced to re-apply for the jobs that were left. Some people lost their jobs, some people ended up with reduced hours/pay, and some actually did well out of it, getting a better job than the one they had before. I’m lucky enough to be in the third camp – although I’ve only been working there for a couple of years, I interviewed very well and was promoted from a part-time position to full-time.

Things have settled down again now after what was obviously a difficult and stressful time for everyone, but I’m having a problem with a certain colleague, “Bob.”

Bob has worked at this place for over 20 years, was in a full-time position and went down to a part-time one, also losing his former senior job title and being reduced to the same level as me. Bob was understandably NOT happy about this. Of course I can sympathize with how hard it must be for him, but now all Bob does, day in and day out, is complain. He complains about how the whole restructure wasn’t fair (not exactly something I’m thrilled to hear, given that I actually did well out of it on what I believe to be my own merit), he complains about how all his years of expertise are being wasted, and he complains how management don’t listen to him (when from what I’ve seen, they’ve been incredibly supportive of everyone and made the best of a terrible situation).

Most of all, he complains to ME, because we’re friends and he sees me as a sympathetic ear. The problem is that my sympathy is fast running out. It’s been MONTHS now, and everyone else has settled in to make the best of their situation, but Bob just can’t seem to let it go and accept what’s happened. The moment he’s alone with me he starts moaning about how awful everything is for him. I can’t get through a single day without him reminding me repeatedly just how long he’s worked here and how much he knows about every aspect of the company (points that feel particularly barbed to me as the workplace’s most recent employee) and how he feels personally insulted by his new role (again, not really what I want to hear given it’s the same job that I have!).

I like Bob. I’ve known him since I’ve worked here as a smart, capable and friendly guy, and I hate to see him so upset over this. But his constant bitching and moaning is really starting to get me down, especially when it often comes across (unintentionally, I’m sure) as implicit contempt for my own success and usefulness as an employee when compared to him.

It’s turned into his one and only topic of conversation, and I’m starting to dread working with him. From hints he’s dropped, I think management might already have had a quiet word with him about this attitude, but all that’s done is given him one more thing to complain about! His long monologues are now usually capped with “…but of course I’m not allowed to say that” or “…but you didn’t hear that from me.”

I don’t want to go to management myself about it because I really don’t want to get him into trouble. As a friend, I like him and I feel sorry for the blow to his pride he’s suffered. As a colleague, I really just want him to shut up already and get on with our work. I was hoping his bitterness would naturally die down after a while, but it only seems to be getting worse. Any ideas for how to cope with this, or at least try and make it more bearable?

I wrote back and asked: “What do you normally say/do when he’s complaining?”

I have to admit usually I just kind of nod along sympathetically and try not to say too much. He supplies a good 90% of the conversation himself, and I really don’t know what TO say. I don’t want to offend or upset him by telling him outright to just get over it already and accept that things have changed, but I don’t really agree with most of what he says either. So I end up making a lot of “mmhmm” kind of noises.

Mostly I try to avoid the subject of work-related anything when I engage with him, and when we’re talking about other stuff we get along just fine. But it seems like every day some new thing happens to set him off on a rant again. He’s really still finding it impossible to adjust to his new role and the way the workplace has changed, and — short of having a word with our manager, which seems really harsh and also kind of pointless since I’m pretty sure she’s already more than aware of his attitude — I don’t know how to help him?

Well, the nodding sympathetically and the “mmhmm” noises have probably signaled to him that you’re a sympathetic audience.

I totally get the impulse that’s led you there — you want to be kind, and it’s awkward to say what you’re really thinking while he rants.

And really, whether you’re sympathetic or not, he does need to wrap this up and get back to work. Even with 100% legitimate complaints, there’s only so long that you can expect people around you — including friends — to listen sympathetically. At some point, even people who have been legitimately wronged need to figure out if they can live reasonably contentedly with the situation or if they’re going to do something about it, and at some point it’s no longer cool to keep venting to friends about it.

And whatever that timeframe is, it’s shorter when you’re venting to coworkers, because they’re much more of a captive audience.

But Bob is apparently not realizing this on his own, so it’s going to fall to you to set boundaries.

Some things you can try in the moment:

* “You’ve seemed really unhappy for a while. What are you going to do about it?” (This can sometimes be useful in nudging people away from venting and toward action. And if it doesn’t nudge them toward action, it can at least make you an unsatisfying person to vent to if you say it a lot.)

* “I know you feel like you got a raw deal, and I’m sorry that happened. At this point, how do you want to move forward?” (Same here.)

* “Hmmm. From my perspective, management has actually been pretty good about making the best of a hard situation. I think we just see this differently.” (If you say this a couple of times, you may become a lot less appealing to vent to.)

But you also might need to have a bigger-picture conversation with him. For example:

* “Can I be honest with you? You seem really unhappy, and I understand why. But at this point, it’s been months and I think you need to figure out if you can stay here reasonably happily or if you need to make a change. I support you in whatever you decide. But I can’t keep rehashing it anymore— it’s making work harder for me to be staying so mired in these issues. For my own mental health, I can’t be the person you vent to anymore.”

Even after that conversation, he might keep venting to you, just out of habit, so you’ll need to be prepared to hold firm on that boundary. If it starts up again after this conversation, say something like, “Hey, I’m sorry — like I said before, I can’t be your sounding board on this stuff anymore. Thanks for understanding.”

Beyond that, you ended your note by asking how to help him. I actually think this approach is the most helpful thing you can do for him. He may not realize how bad his complaining has become, and by setting boundaries like this, you might nudge him toward realizing that it’s gone way beyond a useful point. But even if he doesn’t find this particularly helpful, that’s okay. It’s not your job to solve this for him. You’ve already gone way beyond the call of friendship duty in listening sympathetically for months. It’s okay to draw a line and insist on getting back to work.

my coworker won’t stop complaining was originally published by Alison Green on Ask a Manager.

Catching Up

Jul. 26th, 2017 08:06 am
marthawells: (Default)
[personal profile] marthawells
I went on vacation last week, first actual vacation in a long time. Me, my husband, and two friends went to Galveston Island, which is about a three hour drive away and stayed on the east beach: https://marthawells.tumblr.com/post/163287314212/yesterday-we-got-back-from-three-days-in

We swam everyday, and stood on a sandbar over a hundred yards out in the water and looked at rainstorms out in the gulf. The water was warm in the afternoon, like a giant saltwater spa. We ate a lot of seafood and had margaritas and went out in the harbor in a little boat. It was awesome.

Then yesterday I had jury duty for traffic court, got picked, and everyone there got to tell a mean, angry, scary old white guy clearly used to controlling everything around him that yes, he did have to pay his fine just like everyone else. I don't even know how someone could be this confident in his belief that he can get away with anything, but watching him change his story and lie, and have the woman DA point out the body cam and dash cam video showing he was lying, and Judge Navarro being completely fair yet also bored and unimpressed, and effortlessly cutting off the guy's attempt to rant and swear on the stand. The Judge also made the DA skip over what was probably 20 minutes of video that didn't show anything except that the guy was a terrible person, but believe me, the jury already knew that.

I'm going to try to catch up on book rec posts, and I need to do another Raksura story for my Patreon this month. (https://www.patreon.com/user?u=2458567)

Jul. 26th, 2017 10:11 am
[syndicated profile] eavesdropper_feed

Comic 7

Transcript

While Dave listens to a computer voice on the kidnapper's phone...

COMPUTER VOICE Try to escape, death. Disobey order, death. Ask question...

... Eve stands on the street outside a large gated property. Though the bars of the driveway gate, up an ascending curving driveway, is a mansion. Eve goes to the person-sized gate adjacent, which has a number in the Mysterious Foreign Language, and an intercom. She puts down her backpack and looks fretfully out, up right and left along the street.

EVE Crapstix.

Eve types out numbers on the intercom keypad, opens the gate, and goes up the driveway to the manor.

[syndicated profile] askamanager_feed

Posted by Ask a Manager

It’s five answers to five questions. Here we go…

1. Should it take me this long to write a resume?

I want to draft the perfect resume, but it keeps taking me longer than expected. I’ve made three versions of my resume in the past five months. Every time I make a new one, it takes me about three hours. I create my resume and then I send it to friends/family to look at it. I correct it and send it back to those friends/ family. Everyone has a different comment or things to add. I want a great resume but sometimes it takes me hours just to finish it. And then I have to create another resume for a different job. Am I spending too much time on my resume?

Yes, probably. Three hours isn’t too long, and it’s not a bad idea to have a couple different versions of your resume, but you shouldn’t need to keep doing it over and over. (It’s also smart to have one long master resume that you then shorten for individual jobs you’re applying for, by picking out just the stuff that’s most relevant for that particular job.)

But it sounds like you’re too invested in involving friends and family in the process. It’s fine to get feedback from people, but you should take that feedback with a grain of salt. Different people will have different feedback for you, and it won’t all be useful. In fact, if you send your resume to 10 different people, you’ll probably get a bunch of conflicting advice. And if you’re seeking advice from people who haven’t done serious hiring themselves, they’re not well positioned to give you useful advice anyway. Pick one or two people who have substantial hiring experience and whose judgment you trust, send it to them once, and be done with the process.

Don’t crowdsource this.

2. My manager is enforcing his own sexist dress code

I work on a team with three other people. At the end of last year, our manager and one of my coworkers retired and two new people were hired to replace them. Our new manager is doing something I don’t think is right. My new coworker follows the dress code, but our new manager is constantly commenting about how she is dressed improperly. She dresses the same as women in other departments though. The standard he is using is not the dress code but the religion he follows.

Our other coworkers and I are men and he never says a thing to any of us but he will comment to her that he knee-length skirt should go to her ankles, her elbow-length sleeves need to go to her wrists, or her neck should be covered and not showing. On hot days, my coworkers and I will wear short-sleeved dress shirts under our jackets and we’ll take off our jackets if we don’t have meetings and he doesn’t say anything to us and in fact does the same thing. But he’ll tell my new coworker she needs to cover her arms because it is not “modest” or “proper.” He doesn’t comment when one of our male coworkers bikes to work in a t-shirt and shorts (and changes into a suit before work starts) but my new coworker was told by our manager that if she jogs to work, she has to change before she comes into the building because her workout clothes (shorts and a t-shirt, same as our male co-worker) are not proper and she shouldn’t be wearing them anywhere at all.

This is my coworker’s first job after college and her first time working in an office. I can tell these comments upset her but she doesn’t say anything back to our manager. Is this any of my business? Should I talk to my coworker or our manager about it?

My new coworker does not belong to the same religion as our manager and our work doesn’t have anything to do with any religion or church.

Your new manager shouldn’t be managing anyone. He’s way, way out of line here and he’s subjecting the company to legal liability for harassment and discrimination.

Encourage your coworker to talk to HR. Tell her that what your manager is doing violates the law and that your company would almost definitely put a stop to it if they knew about it. If she doesn’t feel comfortable talking to HR, I hope you’ll do it yourself; there’s no reason that you can’t report what you’re witnessing, and it’s clearly discriminatory.

3. I have to hire my replacement at a much higher salary

I head up the HR team at a medium-sized, fast-growing business. Recently, I accepted an offer to take a new role overseas in the same business, which I’m really excited about.

My problem is about recruiting my replacement. We have a new CEO (who I report directly to) and she wants me to hire the new head of HR, who will be taking my role — same job title, same job description. As background, I was hired into the role two years ago with only three years of experience in the industry, but in my time at the company I’ve grown the team from just me in a standalone role to a team of 10, and implemented everything from scratch — policies, processes, you name it — with very little support. I have consistently received good feedback.

Now, they want to hire someone with a bit more experience (two to three years more than me), which I understand, given where the business is now (it’s about tripled in size since I started). However, the salary they are offering is almost double my current salary. I can’t help but feel insulted, especially after working so hard to get things where they are today, which the new candidate will be walking into as a starting point. I just don’t really feel comfortable interviewing candidates to replace me, knowing they’ll be earning so much more than I have been!

Am I being unreasonable to ask that other managers do this recruitment instead of me?

Well, you’ll look very prima-donna-ish, which isn’t a great thing, especially since you’re staying with the company.

They’re hiring someone with more experience than you, for a job that you came into without a lot of experience. It makes sense that they’d be paying that person more. It also may be a signal about the profile of candidate they’re looking to attract — like maybe someone with more formal training and credentials, or someone with HR experience at a company of this size, or all sorts of other things.

I’d take this as useful data about the market for your field. But don’t refuse to do part of your job; that will look childish and will impact the impression you leave them with.

4. Hitting up references with a sales pitch

I work as a recruiter with a staffing agency. Recently, my company has been putting an emphasis on sales and revamped the recruiter position to include sales as well. I enjoy my job and am willing to adapt (despite my background being HR), but I am very uncomfortable with one of my new duties.

Before we place a candidate, we call two of their references. My company is now asking me to use candidate references as sales leads and when I do a reference check, introduce them to our business. To me, this feels like solicitation and breach of trust between us and the candidates. The candidate gives me the references for one purpose … to check their work history and help them get a job.

I expressed my concern about this to my superiors, and I was offered coaching on how to make these calls in a “non-aggressive” way, but it still seems like a bit of a violation. I offered a compromise and said I would feel more comfortable making these calls if I could get consent from the candidates first and was told that I wasn’t allowed to ask them. I would love to get your thoughts on this.

Eeewww, yeah, this is a breach of trust and is going to be really annoying to everyone you do it too. If I was giving a reference for someone and the reference-checker started trying to pitch me on their services, I’d be pretty angry and quickly cut them off, and then I’d let the candidate know what happened. Your company is going to look terrible to candidates and references alike.

5. My former coworker lied on his resume

Recently I inherited a former colleague’s email archives. While going through the files, I discovered his resume. In addition to a few whoppers where he embellished the work he did in the department, I discovered that he also lied about his title. The title he put indicates that he worked in an entirely different department. I would love to go to his current employer and inform them of this lie, as he was a horrible person to work with, but I won’t. I know people embellish, but this is ridiculous. Do companies check this sort of information when they do a background check? How could this slip through the cracks? Can I expect to hear that he’s been fired shortly (fingers crossed)?

Some companies check this sort of info in background checks and some don’t. Some do reference checks and never think to ask what the person’s title was. Some don’t do much checking at all.

I wouldn’t count on this leading to him being fired. It’s definitely possible that it could, if they find out at some point. But it’s more likely that it’s not going to come out. But who knows, if he’s truly horrible, he could get fired for all sorts of other reasons.

it’s taking me too long to write a resume, boss is enforcing his own sexist dress code, and more was originally published by Alison Green on Ask a Manager.

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