Q–I work with a project team made up of the most talented group of people I have ever worked with. Every one of us could get other jobs with the snap of a finger, yet our boss tells us the company comes before the employees and that we are not realistic. I’ve heard him say “good job,” at the most, three to four times a year. He has no ability to motivate us. When he did say we did a stellar job, he gave us raises only 2 percent above a cost-of-living increase.
Several of us have been thinking of starting our own company but leaving depends on whether our work environment improves. How can we change his warped management approach?
A–You probably can’t. Changing his management style often means changing a personality, and such an edict must come from upper management for him to take it seriously. But if your group leaves in unison, it should send shock waves to the company officers who need to know about your boss’ poor interpersonal management abilities. Sometimes opening the communication lines solves the problem, but in this situation, leaving may be your only solution.
Q–I work in a management position where the company demands that we work 50 hours a week. If we don’t, our pay is docked. If we work more than 50 hours, we are never compensated for the extra hours. They also give us no paid sick days for the first year of employment. Can a company do this under the guise of company policy?
A–It can do most of that, all right. Paid sick days are a benefit and not legally required. But most companies offer five to 10 paid sick days a year to be competitive. As a manager, you can be expected to work 50 hours a week, but the number of hours you work cannot affect your salary. Your pay cannot legally be docked if you work under 50 because of occasional personal appointments during work hours, like visiting a dentist or medical doctor. You also cannot receive overtime pay for extra hours worked. You could raise a stink by filing a complaint with your state’s labor department. But your best bet is to find another job at a company that treats its employees well.
Q–One of our programmers accepted a new job. Our department supervisor organized a lunch as a way of saying goodbye, and most of us decided to go. The supervisor picked up the lunch tab, then e-mailed us the next day to ask everyone to pay his or her share of the tab. I don’t know anyone who would do such a thing, except him.
A–At first blush, your supervisor certainly sounds cheap. But be charitable. Maybe the supervisor learned only after paying the tab that the company does not reimburse supervisors for “goodbye” lunches, and there is no reason he should foot the bill himself.
Q–I am a human-resources director for a company that previously had no human-resources department. I would like to show the value that a HR person can add to a company and would also like to build a rapport with the employees. What are some things I can do?
A–Start by initiating an open-door policy to genuinely listen to suggestions. Honor requests for confidentiality–but if someone reports criminal behavior, explain that you can’t keep it secret. No one respects back-stabbers, tattletales and gossipers. Be a diplomat and show that professionalism and compassion can co-exist.
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Write to Lindsey Novak, Jobs, Room 400, 435 N. Michigan Ave., Chicago, 60611. E-mail: AtWorkbyLN@aol.com.
