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On the Job Live
Kenneth Bredemeier
Washington Post columnist
Wednesday, June 04, 2003; 11:00 a.m. ET
Having problems on the job? Need advice on workplace issues? Ask Post Jobs columnist Kenneth Bredemeier about it.
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 transcript 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.
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Rockville Md:
Ken - read your questions about workers required to work 7 days a week. Most certainly they are salaried and considered exempt. It's a rate reducing accounting trick. In a competitive market if your employer doesn't do it someone else will - and your job will go to them. My employer states that 44 hours per week is what's expected. If I were the employee I'd see if I could do the extra hours throughout the week and get Sunday off. If you do computer work sometimes it can be done at home if you're lucky. I don't think it encourages productivity - but nobody asked me !
Kenneth Bredemeier: Good morning all. Sorry for the delay. I'll go long for sure.
This is a throwback comment from last week. This is a very tricky area, the question of what type of worker is allowed to get OT. General rule is anything over 40 hours in a 7-day week merits time and a half pay. Unless you are a manager, or exempt. Or sometimes just salaried. But then the exceptions kick in, such as no OT for outside sales people. But there also are laws that ban companies from mandating 7-day-a-week work. Anyone affected by this simply needs to get competent employee lawyer advice to figure out what's what. Congress is also considering changing a lot of classifications. It's a mess, folks
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Washington,DC:
I started working for a great company about a year ago and since then, there's been heavy turnover here.. mainly due to abuse from the CEO to his direct reports. Though I am somewhat insulated from the CEO, my boss (dept. head) has now quit (whom I loved working for) and it looks like I'll be working for a new dept. head in a couple of months. Even though I love my job and I've only been here a year, should I start looking just in case? I've had bad experiences working for the "new kid on the block" who sucks up to the boss and makes everyone miserable...
Kenneth Bredemeier: Sure, gauge where you stand in the New Company Order. Move elsewhere? Not so fast. Maybe you can get a frank assessment from someone who counts just where you stand, and just because the boss you liked is gone, who's to say the new one will be a negative? But do take into account the heavy turnover. You may well be reading the tea leaves right that something is seriously amiss. So I'd work this on a two-pronged attack, finding out your future to some degree at the current job, maybe looking elsewhere too. (but don't quit without something else firmly in writing in hand, please.)
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Va:
We have a problem with our employer, they own us several months of salary, bonus, and vacations, we was trying fill a claim at the labor department, but since we signed a contract were refer to an “arbitration”, the labor department can not do anything. Do you know what we can do?, we know that our employer is getting incomes, but they refuse pay us, saying that they should pay first to others companies to whom the own money , too.
Kenneth Bredemeier: Check with the Virginia Employment Commission. A firm cannot just not pay you. Uh, it's against the law.
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Manassas, Va:
Good morning:
I'm interested in a position for a certain government contractor, but it requires a security clearance. I completed and passed a competency exam a few years ago for the same company, but was ultimately rejected because of my lack of a security clearance. Should I mention this to the interviewer? Would it help if I'd ask for some kind of sponsorship from the company? I'd appreciate advice in how to obtain a job that requires a security clearance.
Thank you.
Kenneth Bredemeier: You definitely will need to ask the company for help in sponsoring your security clearance request. The rules are such you just can't do it on your own. I can't see any reason why you would not mention you already passed the skills test, a feather in your cap I would think.
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Dupont Circle:
I applied for a job last week and the very next day the hiring manager called me and asked me if I was interested in interviewing. I said yes, and she said that an HR person would call me in the next two days to schedule an interview. It's been 3 days and I haven't heard from the HR person. It's a big company, and I know that HR is generally pretty slow. Should I email the hiring manager for the department that the job is for and tell her that I'm still interested in interviewing but haven't received a phone call yet? Or should I give it a week? Help!
Kenneth Bredemeier: Normally, I err on the side of giving someone a bit more time, but since the manager specifically said the HR person was going to call in two days, sure, I'd send the email and maybe the hiring manager can prod HR.
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Washington, DC:
What's the best way to handle the always-touchy question of providing references from your current employer to a prospective employer? A prospective employer asked me for a reference from my current employer, and I gave him the phone number of my current supervisor. The next day I emailed my supervisor saying that I was under consideration for a position at xyz agency and that she could expect a call from their representative. She emailed me back thanking me for letting her know and that she had already spoken with them.
Kenneth Bredemeier: So I guess in this case, your immediate worry was already after the fact since the new company had already called. I have been told by recruiters it is acceptable to ask a would-be employer to NOT call your curent one, perhaps until it looks like a final reference is needed just ahead of a job offer. Moreover, keep in mind that lots of companies, for legal liability reasons, just won't do these in any detail anymore, except for the proverbial name, rank and serial number kind of information.
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Washington D.C.:
I have been looking for a PT job for over two months now to no avail... Where should I go to get the best opportunites for getting hired??
Kenneth Bredemeier: Check temp agencies, often it's either part-time, or full-time for a specific time period. They can match your skills and abilities with employers who need same.
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Vienna, Va:
Some time ago, there was a United Way drive at the company I worked. My manager said that I could donate to the United Way or not. I elected not to donate since my current salary was not enough to cover expenses that included caring for a parent with diabetes.
Upon telling him this, he mentioned it was my duty to participate. He emphasized that upper management would hold it against me and recommended that agree to a weekly withold of a minimal amount. His demeanor was very forceful, so I filled the card out for weekly deductions.
Since the manager achieved a 100% goal, he was awarded with a trip to Hawaii. Meanwhile I could sure use the money since I am now having to borrow money to make ends meet to help pay for the diabetes meds.
Does this United Way hard-ball tactic happen a lot? Are the rewards normally things like trips for those who get 100% compliance?
Kenneth Bredemeier: This is awful, if you ask me. I am told that indeed some, hardly all, companies do measure in some way the success of their managers' executive competency by how many participate in United Way. Sure kind of defeats giving to charity because it feels right, huh? And the manager goes to Hawaii? Doubly awful. One possible thought that protects your anonymity and personal plight: Does your company have an anonymous suggestion box type of thing? Write and say what happened here and how wrong it is.
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Rockville, Maryland:
I'm interested in talking/meeting with a qualified credible Executive Recruiter. I'd like to discuss my background, and what I should pursue given my qualififcations. I'd also like to cover the best way to present my credentials, and how to develop a campaign.
Kenneth Bredemeier: Ther are a lot of recruiters out there. But they tend to specialize in specific types of jobs, so scout 'em out a bit and see what might fit for you.
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Louisville, Ky.:
I discovered today from a former colleague that managers at my last company were given bonuses every six months. I was a manager for four years there and never heard anything ever about bonuses; never given any chance to obtain a bonus or not. I am wondering if this started after I left or if this was going on the whole time and I was ripped off. This company has a history of not being very fair. What would you do?
Kenneth Bredemeier: Oh, if it suits you and you want to live in the past, you could do a little reporting and ask someone who might know more specifically. But I would doubt that you will recover any money if that is your idea. Maybe not all managers were covered. Maybe they cheated you. Either way I think it sounds like something to let rest. It's a given in any workplace that if you knew what all people were paid, you'd be indignant every day of the year because someone in your mind would not be worthy of getting paid more.
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Virginia:
Good morning,
At what age do you think women start experiencing age discrimination in the workplace?
Kenneth Bredemeier: Who knows? What I do know is that the legal floor for possible discrimination of all types is 40.
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Forestville, Maryland:
I had a daughter that worked for the Mayor's call center. She underwent a C-Section while delivering her child because the child was in danger. Her biles were ripped and she had to wear a bag. She had to go back and have the surgery reconstructed and during all of this was out for an extensive period of time. She was terminated. How do we come into contact with people that have no feelings for other living soles just because they have rank.
2. How can this same agency terminate an employee because they don't get along with the supervisor other than for business communication?
Thank you for taking the time to read this.
Kenneth Bredemeier: I'm sorry about your daughter's medical problems. I would check with an employment lawyer to see if federal disability laws were violated. You might even get a lawyer who'd be willing to listen for an hour at no charge to her tale and advise what you might, or might not, do.
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Midwest:
I have heard that my company does not communicate well with our staff. The problem is that most of our staff travels -- about 75%. Any suggestions on how to keep staff informed?
Kenneth Bredemeier: Anyone heard of email, company newsletters, occasional mandatory staff meetings???
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Virginia:
Re: United Way -- the good news is they recently lost the workplace campaign contract. In addition, I always just say that I give 10% to my church. No supervisor wants to get involved in a religious matter and will likely back-off.
Kenneth Bredemeier: Sounds good to me.
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Greenbelt, Md:
Hi--
Do you think the job market in this area will grow more competitive since so many government workers will be laid off in the next two to three years?
I'm speaking about the plan by the Bush Adminstration to open up 127,500 federal jobs to contractor competition by September. So, by the end of September there will be 127,500 fewer federal employees here in town. Eventually, the plan is to lay off 850,000 federal employees.
How do you think this will affect the DC job market?
Kenneth Bredemeier: If indeed there are this many layoffs, it would of course make things very tough for those laid off since many of them would be pursuing the same types of jobs. Beyond that, it's an uncertainty since I would think many of these slots might not be filled at the moment, and moreover, if the government hires private contractors to do certain types of work, obviously those companies will be hiring.
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Somewhere, USA:
I've been at my state government job for 19 years. For the first 15 years, the United Way hardball (and that's putting it mildly) tactic was used. Anyone who refused to participate was discriminated against and made to feel very uncomfortable. But 4 years ago, the hardball tactic came to a halt. We are now "invited" to participate at our own discretion. I enjoy helping others and feel we have a moral duty to assist those in need, but I always felt like the United Way spent too much of the money collected on itself and didn't direct all the funds to the persons in need.
Kenneth Bredemeier: I too think those who can help the less fortunate should indeed do so, but charities of their own choice. Just my 2 cents on this.
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For the United Way compulsory donor:
This person absolutely needs to go to HR or Payroll and have the deductions for the United Way ceased from being taken from their paycheck. In addition, he/she should definitely discuss their concerns with an HR representative about how is the best way to confront the situation given the corporate culture. Clearly, having a direct conversation with the supervisor that forced his/her enrollment will be difficult since even when told about the employees financial constraints cared more about 100% compliance and the trip to Hawaii. The HR Director should work with the senior management about clarifying the company's policy to all employees about participation in charity drives and make a recommendation to the CEO/President about offering inappropriate incentives for this type of activity.
Kenneth Bredemeier: This seems like solid advice, another more direct way than the suggestion box thing I offered.
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Washington, D.C.:
I have a coworker who often comes to me with a request for a document that I have already sent them by email. I don't have a problem sending it again, but the request is often phrased in such a way to infer that I didn't send it the first time. At first I thought I was going crazy, but my records show that I have sent each document in question just as I thought I did. Correcting them often feels like I'm trying to place blame, but I don't want it to seem like I'm not doing my job. What would be a good way to phrase such a correction or is it best to just resend and stay silent?
Kenneth Bredemeier: I suppose once or twice your coworker could have inadvertently killed something. But repeatedly? Ask directly what's happening here. You could say something like, "Sure, I'll be glad to send it again, but what happened to your copy? My Sent Mail basket shows I sent it your way."
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Job Candidates, USA:
Ken,
As an HR rep I just wanted to vent about applicants. Yes, the job market isn't great, the economy isn't great, but I cannot tell you how many people automatically disqualify themselves from being a legit candidate. Examples of what I have seen:
- Applications not filled out completely
- Applications filled out in Spanish
- Applicants that call every other day to find out their "status"
- Applicants that call and say "I sent my resume and would like to set an interview" (When did submitting a resume mean automatic interview?)
- Applicants that are pushy and rude to the receptionist
It's crazy. These type of people almost always disqualify themselves from a potential job.
Kenneth Bredemeier: Thanks for offering this. Politeness and professional demeanor go a long way in my book.
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Arlington, Va:
Well, our appraisals office-wide are now a month over-due. No indication from supervisor when/if/how appraisals will be finished. I received a bonus in this week's pay, so I know I was rated well.
My problem? I want to apply for a position in the same agency, different division. The closing date is next week. I need to include my most recent appraisal in the application packet. I know I need to lean on my supervisor (she just returned from 3-weeks unannounced vacation!), but am unsure if I should tell her why, other than it would be nice to know performance rating. It may be another month if we leave her to her own devices!!
Thanks!
Kenneth Bredemeier: I think you just ask for it and say why. Sneakier version: you can mention in the application package that so and so has it and has not provided a copy to you yet and that they can get it from this supervisor.
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Washington DC:
How do you handle environmental issues of trying to get a job? If you like the company and the work and you know you'll get an offer, how do you ask questions like: internet/email use policies, work hours, comp time, where will you physically be working, will you have network access, etc? I "assumed" last time and am now in a hole in the ground doing programming w/no network access, one zip drive, a modem, no CD burner, no windows, and a hole that hasn't been cleaned in months. Am currently looking elsewhere.
Thanks!!
Kenneth Bredemeier: Well, all questions are fair game in the interview process. Ask.
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Silver Spring, Md:
Does this smell like a setup? I work in a gov't office. My boss, Mary, has asked me to meet with a contractor, Lisa and to ensure that my database receives new information on a regular basis. Now Joe is Lisa's boss (also a contractor). I emailed Joe, including the exact wording from Mary, and he said that he spoke to Lisa but that I should discuss ALL the coordination I need so that everyone is on the same page.
I have been burned before for telling a contractor what to do--it was pointed out to me that I am not the person's boss nor am I aware of the contract stipulations. It seems to me that I am being asked to do Joe's job--and if it all doesn't work then they can say I shouldn't be telling Lisa what do in the first place. I'm afraid if I point this out to Mary it will make me appear unwilling to follow directions or take responsibility.
thanks--
Kenneth Bredemeier: Despite your being burned before, this sounds innocent to me since everyone seems to be wanting common ground for the project to come. I'd go ahead with it.
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Washington DC:
I'm interviewing this week for a position that I feel pretty certain may require occasional weekend work--perhaps one weekend a quarter, maybe 2. My religious beliefs would prohibit me from working Saturdays. I know I don't have to say anything about this during the interview, but doesn't it come across as deceitful, that I keep quiet and then drop it on them later? Also, what do I do if I'm directly asked if weekend work is okay?
Kenneth Bredemeier: I think seeing as how your are talking about a minimal amount of weekend work, I'd mention it if asked, maybe not till it actually occurs. The law is on your side in picking a day off. And when asked, it sounds like, if I'm reading this right, you could offer to work a Sunday.
Thanks for the chat folks, the advice, the questions, the comments. Please remember that you can reach me with more questions for possible inclusion in the Sunday On the Job column in the newspaper at bredemeier@washpost.com. Seeya back here next Wednesday.
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