Washingtonpost.com: Live Online

Kenneth writes about workplace trends and controversies in his weekly column, and then comes online to engage the audience with questions and new ideas. He has reported for The Washington Post for more than 30 years on real estate, politics and the metro area. He now turns his attention to issues "On the Job."

The discussion follows below.

Editor's Note: Washingtonpost.com moderators retain editorial control over Live Online discussions and choose the most relevant questions for guests and hosts; guests and hosts can decline to answer questions.

Kansas City, Kan.: A VP just resigned today to start up a company that would compete with our company. He is a great guy, very smart, and wonderful to work with. I'm worried about my company being able to hold on to its employees. Many of our professionals would be easily swayed to go with VP And I wouldn’t blame them. Our professionals travel, so there is never a relocation issue. I work in the office and manage the books. The owners have created a very large overhead. Namely, they have unnecessary company cars and put too much money into paying marketing staff. They could easily decrease their overhead by 10 percent and make our projects profitable. The last two years we have lost money and no one received bonuses –- the company did, howver, give substantial pay increases. Yet the owners’ salaries increase at a much higher rate. As an employee and really the only person other than the owners that knows where money goes, what can I say or do? I whole heartily believe that my company is going to go down in flames. We already lost another valuable professional last month.

Kenneth Bredemeier: Good morning all.
If your goal here is to help the company survive, and I'm assuming that's the case, might you marshal your thoughts on where the money's going and put together a presentation to the owners on your thoughts about how things could be curtailed, at least on the expense end, for the end goal of making the company profitable? Is there any peril in this? I suppose, but this does not strike me as being a whistleblower in the nomral sense of exposing wrongdoing. Even the though the owners know about the salary increases, they may not realize the extent to which other expenses have gotten out of hand, but you do and could show them. But think through the office politics of this before doing it.

Foggy Bottom, Washington, D.C.: Hi!

I'm an executive who decided to take a few months respite before seeking another executive job. It's tougher, but not an impossible market to find something exciting in my field.

However, here's some background: I have always had a desire to do a few non-traditional things, like work in a petstore, do personal training at a health club, do landscape work in private residences, or bartend. The timing seems right for me to pursue just about any of these, though only for a few months.
Now the question: I know that I can take the time off, at least financially. Will I need to be truthful about how I filled my months away from my career when seeking to return to a corporate executive job? Also, when pursuing these interests (like the petstore adventure), how truthful do I need to be about what I actually do for a career? I've filled on application in for a petstore truthfully. They looked it over with this huge question mark on their faces and said they'd get back to me -- three months ago. I'd be better off, I've concluded, if I simply said I've worked six years at MacDonald's. I just want to bag fish and sell dog food for awhile!

Kenneth Bredemeier: I certainly would not be one to discourage anyone from pursuing their dream. I'd just do it. Maybe you just need to explain yhourself better, that you're taking a sabbatical so to speak. As for going back to office world, how about explaing that you needed a break, to understand the real work world a bit, and feel that all life experiences add to one's understanding to be an exectuive.

Silver Spring, Md.: I work for an Internet company as a professional salaried employee. Recently, our workload has changed and the head of our department is requesting that I work Saturday and Sunday half days. I don't see a problem with the Saturday half day. I do see a problem with working one iota on a Sunday. Do you see any legal issues here? I wasn't notified of weekend hours when I took the job, but I played the stupid "I'll do what it takes" game with the recruiter to give myself an edge. Does this mean I have to work seven days a week? I have been agreeable to the Saturday, but have made it clear that I wish to be compensated or comped for the extra time.

Kenneth Bredemeier: Yes, could well be a problem. Don't know specifically about state law in Maryland, but Virginia, for example, guarantees you one day off in 7, and you can pick that one day as Sunday. Obviously this originally had religious underpinnings, but whatever the reason, you do not have to work 7 days a week. Check overtime laws, too.

Silver Spring, Md.: Hello-

I took a great job three months ago that moved me to a completely new area in my field. However, since begining here, management has fired my boss and the division director, leaving me with no leadership. Needless to say, I'm keeping my eye out for a new position. Should I list this current job on my resume? I've moved into this new area of the field and would like to stay here, but the last three months are my only experience with these tasks. Mentionting the job seems awkward, leaving it out makes me look a bit unqualified. Help!

Kenneth Bredemeier: How about thinking of taking over the department? I don't see any problem listing this one, seeing as how the changes above you do not reflect on your performance. ANd your enthusiams and what knowledge you have gained should put you in good stead whatever path you choose.

Washington, D.C.: Hello Ken. RE: resignations. If an employee (when using this company) as a reference wants them to state more than just the name, title, etc., then the employee has to sign a release form (which they provide). However, if the employee doesnt sign the release, then the company is only obligated to verify job title, dates of employment.

My concern is the person that keeps these releases is not the supervisor, but the HR Liaison (small organization).

Since I am not comfortable in signing the release (which I'd prefer the general info to be communicated)-- and when I am using this company as a reference, would it be appropriate to revert back to the HR Liaison as the reference contact as opposed to immediate sup?(most apps. like for your to put your immediate or former immediate sup's name and #). Thanks.

Kenneth Bredemeier: Sure, if there's something to make the reference check easier on your new employer, why not?

Bethesda, Md.: Some advice please. I am a 24-year-old trying to get into TV journalism as a PA or researcher or at this point even a janitor. Is it true that I won't get anywhere unless I know someone? Is my best bet to go back and get my master and do a few internships? I am willing to work for free but most (if not all) news organization require interns to be receiving college credit and be a student. My bachelors degree was in journalism and psychology, but at the time i was more interested in politics and was too busy working on the hill to think about media internships. What should I do?

Kenneth Bredemeier: Personal contacts help no matter what line of work you are trying to enter. That said, it's hardly the only way. Pursue your career choice by just getting out there and start looking for a job, and if it seems like getting more education is the way to go you'll know that soon enough.

Washington, D.C.: So many problems at this current job -- but can't get my foot in the door other places yet! I haven't been here long, haven't even gotten my six month review. I want more responsibility. I can handle it. My boss has this crazy idea that you can only do X after Y years of experience. Nuts. If I go to her, which I plan to, and she says "no" in so many words, is it ethically wrong to go above her head in "casual" conversation saying I need more repsonsibility? I know I can do a better job, but when the VP stops by, she doesn't make time for any of us except those with the manager titles. I know I'm not getting in over my head by asking.

Kenneth Bredemeier: Then ask. And if the answer is no, then I don't see any harm in planting the seeds higher as well.

For Foggy Bottom: Try looking at it from another perspective: Pet store management and restaurant management (re: the bartending idea) take their staffing and employee retention needs as seriously as the "professional world" -– they expect the people who work in their places of business to be committed to working for THEM, not a place for people to "take a break from the real world." I'd assume the reason the person didn't get the call-back was because it was obvious that he wasn’t looking for employment seriously.

As a past restaurant manager, I’d never –- never -- put somebody behind the bar who wanted to do it on a whim. The position is too important and too stressful for people looking for a diversion. I need a professional.

Kenneth Bredemeier: Understood, but all the college students I see waiting tables at restaurants hardly plan to make that a career either and they work hard and ably. So I'd guess there's a place somewhere behind the bar for the ex-executive, just not at your restaurant.

Lanham, Md.: I work as an administrative assistant in a lawfirm in Bethesda. I have been working for them for 2 1/2 years now. One year ago, I expressed my interest for future positions as a legal secretary or junior paralegal for the supervisor told me that the firm is expanding. I believe that it was a good idea to express my interest since I have an Associate Social Science Degree in Legal Studies. The supervisor's attitude changed and stated that I was only hired to work as an administrative assistant. Last November, she went on maternity leave, she left most of her responsibilities to me. When she came back, she's making things difficult for me to leave. The job market now is not in good shape. I need help. I feel stuck. Unless, they fire me.

Kenneth Bredemeier: Can you check elsewhere in the firm to again voice your belief that you deserve more responsibility, seeing as how you carried an extra load during the supervisor's maternity leave?

Virginia: At my old law firm, the old-timers used to bragged they worked seven days a week in the 1950s. I asked them how is their wives? None answered with glee.

Kenneth Bredemeier: Work, for both men and women, can be a way to escape from home.

Rockville, Md.: I can identify with the Silver Spring poster who is being required to work Saturday and Sunday. The same thing is happening where I work too! My work schedule is now 7:30 a.m. to 5 p.m. weekly with mandatory 7:30 a.m. to noon on Saturday and 1 to 5 p.m. on Sunday -- and I am a salaried engineer. They are putting the pressure on a lot of us and telling us we have to be team players or we'll get terminated. They are doing it so they can get their bid rate down.

Kenneth Bredemeier: Again, check the wage and employment laws, both state and federal. I think there is a very good chnace they are in violation. Lots of employees at any job are more more than willing to pitch in for the greater good in a pinch. But what you are describing does not meet the smell test.

Washington, D.C.: I have worked in public affairs since graduating from college in 1991. In the past six months I have been through multiple job interviews for three different companies in my field (for one I had to go there five times). In each case I was told that I didn't get the job because they decided to go with a less experienced candidate who could "grow into" the position. Another of my colleagues recently had this happen to her too. Should I "dumb down" my resume? I know it isn't an issue of salary, because we never even entered negotiations. My company is in dire financial straights (and under SEC investigation) and I want to get out ASAP. I have a young child and a mortgage and need to work.

Kenneth Bredemeier: Sometimes you don't get a job because of who knows what. The excuse given could be true, or not. I don't like the idea of dumbing down your accomplishments. Maybe you just need a different set of companies to be applying to. One other thought, might you feel comfortable/bold enough to go back to one of the officials who interviewed and rejected you and ask frankly, what gives? What turned you off in the end even though you obviously thought enough of me to invite me back for multiple interviews? That information could be enough to tweak your next foray into a success.

Alexandria, Va.: I need help. Recently I was offered a new job. It was the kind I have dreamed of as a new grad... my own office, an assistant, great salary and benefits. I accepted the position and put in my 2 weeks notice at my old job. I was to my new employer that the HR dept. would be mailing my contract and to bring it in on my first day. Well, the contract never came after one week. The employer said don't worry about, the HR dept was understaffed at the moment so I would get the contract on my first day. 1 week later I quit my old job and when I got home that day, there was a message from my new emploer stating that they had decided to hire someone else and they are sorry for the inconvience. What do I do?

Kenneth Bredemeier: Wow, a tough lesson in the need to wait for the written deal before quitting. Well, I'd first check back and see what gives at the would-be company, see if maybe something else might materialize. Likely not, and who could blame you for not trusting them one iota? I hope you did not burn your bridges at the current company. Because I would go back and say that at the last minute this new job fell through and ask for your job back. Maybe they'd have you back but you could hardly blame them if they'd feel like your heart was always more than half out the door.

Lanham, Md.: Thank you Ken for your feedback. This is a small firm. There's no one else available to express my belief (as it doesn't matter). The managing partner only believes what that supervisor says. No chance of promotion for me.

Kenneth Bredemeier: Hmmm, look elsewhere, but your keep your day job.

Silver Spring, Md. working on Sundays: Me again. Why would a company risk altering a work schedule to include a Sunday if the work laws are concrete on the subject? My solution to the problem would be to get comped for it but another friend of mine says that this type of arrangement never works out equitably for the employee (oh, we can't give you this particular day off. How about three weeks from now... and so on and so on.)

Kenneth Bredemeier: Well, I have no idea whether your company is astute enough to know the wage/hour laws. I say that because often small firms just assume they can get away with this and don't know they can't. Wage laws generally call for OT, time and a half pay, after 40 hours in a 7-day period. Except for exempt personnel and outside sales forces, and other exceptions you'll just have to check the law on. As for comp time, which really is an ad hoc thing, since the wage laws do not call for it, you should be able to say I need such and such a date.

Washington, D.C.: I've been a reporter here in DC for about 10 years and have worked mainly for trade publications, mostly reporting on health care issues.

I've heard recently that many of the bigger papers, The Post included, won't hire reporters from the trades, but prefer reporters from smaller daily newspapers.

If my ultimate goal is reporting at a larger daily paper, does it makes sense for me to take the pay cut and go to a smaller daily paper at this point in my career? Or is there a way to transition from a trade publication to mass market publications?

Kenneth Bredemeier: Don't know about other papers, but Post generally hires from medium-sized to large papers. And some younger reporters from its intern program. And some from trade publications on the business staff. If you are looking for newspaper experience, and hoping some day to work for a large city daily, I'd suggest a good regional paper, rather than too-small publications. Ultimately, your clips, energy, writing and reporting skills will count the most.

Also: For TV Journalism Person: GRAD DEGREES -- in this field, becoming less and less popular. Internships/volunteer work at a station more valuable, truly. Very few of my former high-level colleagues had grad degrees. It's a very experience-based career path.

Kenneth Bredemeier: Thanks for the hands-on advice.

For TV Journalism person: I have a background in this.

No, contacts aren't everything.
LOCATION is huge here. D.C. is one of the biggest markets, so I would really consider moving to a smaller city and a smaller station. buy one of those large national media directories, and cold call lots of stations. We all had to do that to start out. Good luck!

Kenneth Bredemeier: More advice.

Virginia: check with the paralegal supervisor. She may have more input with the partners than the associates. Seemed the associate is afraid of even the labor laws.

Kenneth Bredemeier: Still more advice from the frontlines.

Washington, D.C.: I was "telephone" interviewed by a large consulting firm in mid April and was told that they were talking to four; the selected one would be contacted for face to face interviews. I was contacted a week later, completed the application and background check forms and was told I'd hear from them "early next week" for the follow-up interview. I heard nothing. I e-mailed two weeks later to HR and got no answer and two weeks after that, e-mailed the telephone interviewer (my potential boss). No response. What do you make of it?

Kenneth Bredemeier: Pick up the phone and ask to talk to the person who interviewed you.

Washington, D.C.: If you applied for a federal job, and the interviewer told you not to expect to hear anything for six weeks, would you be discouraged at your chances of getting an offer?

Kenneth Bredemeier: Maybe, but tales from real life seem to indicate that applying to the federal government is a different breed. I'd take them at their word, but also keep job looking in the interim.

Exempt: Ken, remember that saleried often equals exempts, which means that person is exempted from most labor laws regaurding overtime and compensation.

Kenneth Bredemeier: Right, but not necessarily. It's complicated, those wage laws.

Dirty in Washington, D.C.: Wish I was exaggerating about this one.

I've been "onsite" for four months. I work in a hole -- almost literally. Not TS/SCI stuff, but we are still in a hole in the basement. The flooring is tile. I get bad allergies to dust and mold. My sneezes have gotten worse the longer I'm here. We were told basically that as contractors for this agency we are "not important" enough to have our office cleaned. The "agency" was going to order us mops, and I told them I would NOT mop the floor. I am trying to get out of here since my company isn't too supportive, but is this normal as a contractor? I'm regretting my decision to take this job. Others in the hole with me don't like it, but no one is friendly and assertive enough to take any action -- which is another bad story.

Kenneth Bredemeier: I'm sure contractors are treated with varying degrees of respect. I'd complain about the unsanitary condtions to the building management.
Thanks for the chat, for reading, listening and offering help to the wearied masses. Please remember you can reach me with more questions at bredemeier@washpost.com for possible inclusion in the Sunday column, and I keep some questions from here for occasional column use. Seeya back here next Wednesday.

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