December 4, 2024 • 34 mins
Thanksgiving brought its own share of joys and challenges for us. Cece reveled in her baby's first holiday feast, a heartwarming personal story that sets the stage for our episode. Meanwhile, Warren wrestled with unexpected home maintenance issues, reminding us all that life rarely goes as planned. As we returned to the office post-holiday, we faced the whirlwind of new hire orientations and workplace gossip. Ever wonder how a simple rumor about PTO can cause chaos? We unpack this and stress the importance of nipping misconceptions in the bud to keep workplace harmony intact.
Have you ever pondered if unlimited PTO is as liberating as it sounds? We navigate this complex topic, sharing insights into the paradox of employees with unrestricted leave taking less time off. Compare that to those with traditional PTO accruals, and it's a curious case of human nature at play. A captivating employment law case study about an IT technician's attendance woes helps us illustrate the critical need for clarity in job expectations. Work-life balance is more than a catchphrase—it's a dance, and we're here to share some notes on getting those steps right.
Professional missteps can haunt careers, as Betty's tale of burnout and bridges burned with competitors demonstrates. Our stories highlight the intertwined nature of HR networks and the minefield of policy misinterpretations. From understanding when and how to use PTO after giving notice to the amusing question of HR's role as an ally on LinkedIn, these anecdotes serve as a reminder that communication is king. We wrap up by inviting you to join the conversation through social media, encouraging you to share your stories and feedback with us. Let's navigate the unpredictable world of HR one story at a time.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Andrew Quilpa (00:02):
Had you actually read the email, you would know
that the podcast you are aboutto listen to could contain
explicit language and offensivecontent.
These HR experts' views are notrepresentative of their past,
present or future employers.
If you have ever heard mymanager is unfair to me.
I need you to reset my HRportal password, or Can I write
(00:24):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to Jaded HR.
Warren (00:46):
Welcome to another episode of JNHR, the podcast by
two HR professionals who want tohelp you get through your
workday by saying everythingyou're thinking, but say it out
loud.
I'm Warren.
Cee Cee (00:56):
I'm Cece.
Warren (00:58):
All right.
Well, we don't have a guesttoday, we don't have any plan
for today, so let's just seewhere the hell our imaginations
take us on this tour.
I should have put out a littleannouncement.
We weren't going to put out anepisode last week for
Thanksgiving.
I did not do that.
I didn't do a lot of thingslately, but yeah, let's see
what's been going on in yourlife first, before we get into
(01:20):
the topics.
What's been going on in yourlife first, before we get into
the topics.
Cee Cee (01:25):
Oh well, I've been in the I've just been digesting
since Thanksgiving, and it wasthe baby's first Thanksgiving,
so she had all of the sweetpotatoes and we have all the
pictures, so it was really nice.
Warren (01:38):
Yes, I'm sure.
Cee Cee (01:40):
All over her face, oh yeah, and she grunts too, which
is my favorite Because, like now, I think she's very like food
motivated, much like me.
But yeah, she like will makethese little grunts, like if she
sees food she'll be like huh,and I'm like, oh jeez, she's
very aggressive.
Warren (02:01):
Oh gosh, yeah, I remember those ages, it was fun.
Yeah, I remember those ages, itwas fun.
Yeah, I had a smallThanksgiving I like smaller
Thanksgivings Just me, my wife,one of my children and my
in-laws, and you know everybody.
The in-laws left in one pieceand I left without flowing too
many coronaries, but it was okay.
(02:23):
It was okay Our firstThanksgiving here in this new
house, which is good.
But we got hit with a coldfreeze and we noticed, for the
first time living there, wearen't getting warm air from the
heat.
The heat seems to be workingbut it's not getting into our
bedroom.
So we called the builder and hesent his AC guy out and they
put the wrong size ducting,apparently from the unit to our
(02:44):
bedroom.
Everywhere else is fine.
The rest of the house isperfect.
Temperature all the time, Ourbedroom, we have the house set
at 72.
It's 60 degrees in our bedroomand things like that.
So they're going to be out hereFriday fixing that.
So yeah, but the things youdon't know until, like when we
moved in, whether it was awinter or the summer, wasn't bad
.
It didn't affect us in thesummer as much, but I don't know
(03:07):
why.
But that was, that wasinteresting, but you know just
some fun stuff going on, let'ssee anything else.
The last three weeks it's beenfull throttle at work.
It's been crazy and it was niceto have.
I took I took Black Friday offand it was nice to have a four
day weekend and now my PTO ispretty much gone, for I need to
start building that bank back upand things like that.
(03:29):
So, yeah, needed that four-dayweekend just to relax, recharge
and get back into things, andyou know it was so funny.
A few people did work Friday.
I did check my email Saturdayjust to make sure I wasn't
missing anything crazy.
I did check my email Saturdayjust to make sure I wasn't
missing anything crazy and I hadlike two emails, neither of
which really needed my attentionor response, or just more.
(03:50):
I was on the email.
So love that when I miss a dayof work and I didn't really miss
, Because the worst thing iswhen you take a day off for work
and then you spend the next twodays trying to catch up from
that one day off of work.
Yeah, yeah.
Cee Cee (04:03):
Yeah.
Yeah, I feel like everyone so Idon't know how it is where you
work, but last week, startinglike Tuesday afternoon, it
started to become a ghost town,yes, so like no one was there,
no one was getting anything done, and then now everyone's back.
And I think yesterday was justa little crazy, because now all
(04:24):
of a sudden, everyone's back atthe same time.
Everyone needs something.
So I'm like finally recoveredafter yesterday.
Warren (04:31):
Yeah, and yesterday for me, I had orientation, so we had
new hires, so we didorientation, and then I had
meetings the entire rest of theday, and so today I was playing
catch up from, even though Ididn't have anything catch up
from from Friday missing.
I had played catch up onTuesday for Monday, but it was
(04:51):
all good.
And the longer I was, I wasthere till like 630, just to,
just to not.
I'd rather just get it done andfight the bullet until I, you
know, so I don't have tocontinue being behind on the
next day tomorrow, so I won'thave to be behind.
Or today I wasn't as behind, soit was crazy.
So, yes, the year end of theend.
(05:13):
We don't even do openenrollment and we're not a
calendar year, benefit year, soI'm just glad we don't have an
open enrollment.
On top of all this, oh, that'dbe crazy.
No, not at all, and reviews andeverything else all at the same
time and stuff.
So the only thing I had that Ireally wanted to bring to the
(05:33):
table today was a story from afriend working in HR, and I've
experienced this to a lesserextent as well.
Gossip, that stupid gossip thatkills.
Employee A apparently toldemployee B oh how much have you
used all your PTOs?
You'll lose it in the year,which is not the policy,
(05:54):
apparently.
So the employee calls the HR,rather than looking in the
handbook, where it would beright there what it is, and says
this is not fair.
I wasn't told I'd lose my PTO,yada, yada, yada and all you
know pants on fire and actingcrazy and let know your PTO
rolls over, there's no use it orlose it.
(06:14):
Well, thus and per those saidand well, are they in HR?
And that's another thing.
Getting your HR advice fromsomeone who's not in HR and not
in HR in your company We'vetalked to any number of times.
Oh well, my buddy's, bestfriend's wife is in HR at
whatever company and says thatyou're doing it wrong.
Of course we're doing it wrong,according to them.
But why are you getting yourinformation from some?
(06:37):
You know the guy in the desknext to you and then, if you
have that type of question, thehandbook, the handbook, the
handbook, it's, you know thehandbook.
It's right there, it's easy,it's a yes, but people want to
be dramatic, I suppose, andthings like that.
(06:58):
So I've been in thosesituations.
I know how frustrating it is.
I just want to sometimes reachout and grab someone around the
neck so shake them a little bit,yeah, and go from there someone
around the neck, so shake thema little bit, yeah, and go from
there.
Cee Cee (07:09):
Oh my gosh, people just need to like kind of just mind
their business.
Warren (07:13):
Yeah, and why take HR information from anybody other
than your own HR department?
And with something like I don'tknow PTO or bereavement, all
those like policy type things,the first thing I'm going to do
before I call anybody is I'mgoing to go to the handbook and
I would think I would believeI'd think that even if I wasn't
(07:37):
in HR.
My daughter had a question forme about something and I told
her what's your company'shandbook say?
You know it doesn't.
I don't know that's a policyquestion.
You asked me how FMLA works.
I can tell you that and how itworks all day long.
You ask me about you know ADAor ADEA, all those little fun
acronyms I can tell you.
(07:57):
You know the definition all daylong.
But when your company has itsown policy, you know use it or
lose it if it rolls over, if youhave maximum accruals.
Or you know you can buy out PTO.
I know so many people want tosell back their PTO sometimes
and things like that.
Some companies do it, somedon't, and it's just read the
handbook.
Cee Cee (08:18):
Speaking of PTO, we had our company made like a change
this year and announced thatstarting next year they revamped
the way you accrue PTO, but nowthey're giving us two
additional floating holidays, soI'm very excited I get two
extra days next year.
Warren (08:35):
Oh, so you get everything you've always had,
plus two additional.
Yeah, awesome, awesome.
You know, here's one thing Iknow a company that when
Juneteenth became a holiday,they took away Columbus Day.
They took Columbus Day off thecounter.
They sort of flipped outJuneteenth and you would have
(08:58):
thought it was the end of theworld In first, columbus.
Of all the federal holidays, Ithink Columbus Day is probably
the, and if I were to say thisin like Philadelphia or
somewhere with a heavily Italianpopulation or whatever, it
(09:19):
would not go over so well.
But you know, columbus Day isprobably towards the bottom of
the ranking.
You know Presidents Day, mlkDay, new Year's Christmas,
thanksgiving Fourth of.
July, memorial Day, labor Day,Veterans Day, all those are, you
know, sort of top tier, andthen you get veterans.
Cee Cee (09:31):
Or no, excuse me.
Warren (09:32):
Then you get Columbus Day and it's like if there's one
to go, I guess I would have tosay yeah, that would have to be,
but you know, I think it'sIndigenous Peoples Day now.
Yeah, depending on where youare, it's both yeah.
It's both Some peopleIndigenous Peoples Day, yeah,
but so that might make it moreimportant again, I guess, than
(09:53):
than just Columbus Day.
Cee Cee (09:55):
Yeah.
Warren (09:56):
Who?
Yeah, so yeah, it's interesting.
Why not just?
You know I've had thediscussion, you know you go why
not just?
You know I've had thediscussion, you know you go.
Okay, january, you have NewYear's MLK Day.
February, you have President'sDay.
March, I don't think we haveanything.
April.
So we need something, a holidaylike in March and April,
because now we have one in May,we have one in June, we have
(10:18):
July, we don't have anything.
August, then we get September,october, november, december.
So we have, we need to findsomething.
A friend of mine was a hugeadvocate of making September
11th a national holiday, theNational Day of Mourning or
whatever remembrance I forgetwhat they called it.
But we need something in Marchand April too.
We need to come up with a goodholiday in there so we can have
(10:39):
a day off without PTO orthree-day weekend.
Cee Cee (10:43):
I think this is the conversation that I was not a
part of, but, from what Igathered, how do you decide what
holidays to give?
I think their overarching themewas we'll just give you two
extra holidays and you just usethem as you want.
Now we have three floatingholidays.
(11:03):
If you're like, hey, I'm goingto, you know, take off, for you
know, I don't know, but like anyholiday you want, it doesn't
matter Any religion.
So I think that was kind oflike their fix.
And I don't know, I'm four,just give me more.
I'd like another.
Give me a fourth at this point.
Come on.
Warren (11:21):
My wife's company has a floating holiday.
They call it a personal holidayher company and you can.
You know, if you want yourbirthday, you want some obscure
holiday that nobody else hasever heard of, or, you know,
opening day of baseball season,whatever you want, you can take
that day and I like that idea ofone personal holiday, just so
(11:46):
you know, this is a maybe youand your spouse's anniversary.
You know, just take that offwith a or something like that.
Just yeah, I don't know, Iwould like more paid time off.
I, you know, my wife and I werediscussing she's been with them
for 16 years and she seven oreight weeks I forget how many of
PTO and I have crew four.
(12:07):
So you know she has all thistime to burn, all the time and I
don't like.
You know, we spent two weeks inUtah this year and then most of
my other holiday was moving.
I spent, I took a week off frommoving and then you have the
rest of my other week was a dayhere, a day there, doctor's
appointments taking.
You know, go picking up my kidsfrom some college or something
like that, and there's your fourweeks before you know it Right,
(12:30):
and it's like I didn't doanything.
Cee Cee (12:34):
I know it's like those four weeks are just like life
things they're not like holidaythings, and that's yeah, that's
the hard part, and that's yeah,that's the hard part.
Like I'm I don't know I'm Ijust feel like if you're a
salaried employee, depending onthe work you do, that it, you
know, with caveats yeah, at somepoint you're just responsible
(12:57):
for your output and you, beingin the office, like if you can
manage your time off, thenmanage it as long as you're
getting your deliverables done.
Warren (13:05):
I don't know, that's just my thought I like that idea
a lot, the unlimited PTO andI've read an article and I think
we've been on God Help Us Shirmthat people who get unlimited
PTO aren't using it excessively,and even some of them, I think
we're saying I wish I had thearticle in front of me that
(13:27):
people with unlimited PTO areactually using less than people
with allocated PTO accruals andthings like that.
So I found that reallyinteresting.
If I had unlimited PTO I'dstill be getting stuff done.
But you know what?
It's a nice day.
I'm going to go just have a meday today.
I can.
(13:47):
I can if I can do it withoutinterfering.
You know work would come first.
That's the whole thing.
I had a discussion with somebodyabout work coming first.
You know talking aboutwork-life balance, but without a
job you can't afford to go onthat vacation, you can't go buy
the stuff you want, you can't gosocialize, go to parties and
(14:08):
things like that.
You need to work.
So work has to come first.
But once you've got that takencare of, then you know I want to
take a three-day week and gohiking in the mountains.
Hey, sounds awesome, let's gofor it.
Have fun, as long as everythingelse is taken care of.
Yeah, yeah, I'd be interested.
I'm really curious aboutunlimited PTOs.
I always thought it would beabused to hell.
(14:29):
Actually, one of the classesI'm taking this semester is
employment law and we had to doa case study.
And we had to find a case study.
And we had to find a case thatwas interesting to us from the
NLRB administrative judges Yay,fun stuff.
And I dug deep, I was trying tofind something and I looked,
(14:50):
narrowed it down to the state ofNorth Carolina and I was
looking and I found a certaincompany my daughter Once Upon a
Time Work.
So I was like, ooh, I'll checkthat Somehow.
It came up in North Carolinawhen you look under the NLRB
administrative judge decisionsand, anyways, here's a case
study for you.
(15:11):
The theme of this whole entirestory is never give up a good
reason to fire a bad employee.
So this person came aboard andthey were an it help desk
technician and it required towork on call.
Every once, every four weeks,you would be on call it's a
rotating on-call thing and he hecomplained right off the back.
(15:35):
He was complaining.
Oh, nobody told me that.
They said here's the positiondescription that you applied to.
We did.
It was discussed.
Nobody told me that.
So they tried to work aroundhim, have other people schedule
his time and things like that.
First you come out and say youcan't work on call, that's,
that's a requirement of theposition.
I'm sorry, you can either dothis or you can't do this.
(15:56):
Make.
I'm sorry, you can either dothis or you can't do this.
Make your decision.
And apparently he was very vocaland adamant not very
professional about this,complaining about having to be
on call.
But they kept him and he onlyworked for this company for
three months.
In that three months he missedover 20 days of work.
Hmm, I don't care if it's PTO,every grandmother you've had has
(16:19):
died.
I don't know.
You've got to be here more than20,.
You know of those three monthsyou can't miss that much time.
I'm sorry, you know you've gottoo much else going on in your
life right now.
You know let's just go ourseparate ways at that point.
But no, they kept him.
And so what happened?
(16:39):
He ends up complaining to hisco-workers and his co-workers
actually filed a complaintagainst him because he was
nagging and implying that alwaysasked him how much they make
and and things like that, andsaying I don't get paid enough
to do this and and this is justgarbage and whatever.
Now, mind you, in the case itsaid, he went from making like
(17:01):
$30,000 a year to $78,000 a yearwhen he took this position.
It was a huge jump for him andhe's still complaining.
But anyways, he would complainhe doesn't get paid enough for
this.
And his other employeescomplained to their manager and
HR that this person is annoyingthem.
He's really driving down, he'spestering them about how much
(17:21):
they get paid and things likethat.
And so finally, his manager'smanager sent an email to HR and
said oh, I need you to look inthe handbook and find a way we
can fire him for talking abouthis salary.
So they put that in email andthat email was discoverable and
(17:42):
they found it.
So they did fire, end up firinghim and he sued, went to NLRB
and they got found in favor ofthe employee, the rotten
employee.
I mean.
They had so many opportunitiesto let him go for a legitimate
reason, even in the apparentlyin the termination meeting, they
(18:05):
told him they were letting himgo for talking about discussing
his salary with others, whichyou know.
That's a that you have thatright to do.
But you know, if you're, evenif you're doing it for a new
legal reason, you don't tellthem, you don't put them at a
race.
You know, if you're, even ifyou're doing it for a new league
, or you don't tell them, youdon't put them into race.
You know this just isn'tworking out, dude.
You know, you, you, you, you'rea poison pill your employees,
your coworkers, are complainingabout, yeah, you're annoying
(18:27):
them and being disruptive to thework environment.
You're missing so much timefrom work.
You're not happy here becauseof the rotating.
Oh, the one time he had to, theyforced him to do an on-call.
He didn't answer the phone whenhe was on call and he said he
slept through it and then hesaid he wanted someone to.
It was a text message, amessage alert that he would get
(18:50):
and he said he wanted someone tocall him.
So the boss said, hey, you needto take care of it.
They called him one time andthen he went the next day into
the office till the boss removedhis contact information from
his phone and told HR to removehis phone number from all the
company directories etc.
And he gave them a million goodreasons to fire him along the
way.
And yet they put somethingstupid in writing.
(19:13):
And this is a I mentioned it'sa company my daughter worked for
once.
This is a very, very largecompany nationwide.
You'd think they probably havemultiple HR offices in there.
I was just like come on, people.
Cee Cee (19:27):
So silly, so silly.
Warren (19:30):
Don't give up a good reason to fire a bad employee
quickly, but they're muchgenerous.
Cee Cee (19:38):
Yeah, seriously, and, like you said, it's for the bad
reason, like he married theperson for the bad reason.
Warren (19:46):
And he got reinstated back pay like, I think, three
times his back pay for the timeit was from the time this got
set up.
Now, why would I?
I would pay extra money not tohave to reinstate this person.
Hey, I'll pay another year ofsalary not to reinstate this
person.
I don't know, because you'rejust bringing a problem back in
(20:09):
and now anything you say youwere five minutes late today.
Oh, you're retaliating againstme.
I can picture it now with thattype of employee retaliating
against me.
I can picture it now with thattype of employee and they had to
post employee post notices toall their locations nationwide
about you are allowed to discussyour wages with your coworkers
(20:30):
and they had to send to allcurrent employees with that same
notice and then snail mailtheir former employees over the
last I don't remember how longit was the resolution of it.
I'm like, geez, that's just forone stupid and it was a bad
employee, bad managers, you know, and they probably weren't
(20:51):
getting the well until thatdirector.
Whoever sent the email to HR.
Can you find a way to fire thisguy for talking about his
salary?
Yeah, that was an interestingcase study and it actually got
me fired up while I was writingmy paper on it, but it was
interesting, interesting.
So you know.
Cee Cee (21:10):
So I have a funny story and I want to get your reaction
on this because this came upthis week.
So someone who I know theirdirect report quit.
Now their direct report is likequintessential Gen Z but for
anyway she had quit.
She gave her two weeks noticeand then she said that she was
(21:33):
moving back out of state, shewas going to go live with her
family for a while and she'sjust going through some
emotional stuff and she's got togo figure life out.
So you know, this person waslike that's fine, that's
disappointing, you're a greatemployee and they've had like a
really good rapport over theyears.
Yeah, so she's been working forthis person for years and
(21:58):
they're like almost kind of like, had a direct like, had that
direct rapport managerrelationship where they would go
have drinks after work.
So they were kind of like youknow, they were close.
Anyway, this person was like oh, she was at a networking event.
She bumped into someone andsaid oh, did you hear about
so-and-so, let's just call herBetty.
She's like oh, did you hearabout Betty?
(22:19):
And she's like no, whathappened?
I know she like moved back liketo her home state and she's
like no, she apparently is liketook a position with their
direct competitor and likedidn't tell her and also started
working the job like a week.
(22:40):
So she has a week overlap whereshe was working both jobs at
the same time.
Oh, oh, yeah, so she has a weakoverlap where she was working
both jobs at the same time.
But anyway, like so she peacedout, hasn't said a thing to this
person, to the manager, to thisperson, and anyway I was like,
oh, that's a silly mistake, thisis this individual's first job,
this is Betty's first job.
So I was like, oh, that's likea bad bridge to burn, you know,
(23:06):
like it's just so bad.
But anyway, I just wanted toshare that with you because I
thought that was like aninteresting scenario.
Warren (23:13):
And not only that, they found out through networking and
she's burnt a bridge somewhere.
That bridge is burnt and otherpeople are going to find out
about it and I don't thinkpeople understand.
You know who knows who in theHR world and once you get at a
certain level, it's a smallworld.
(23:34):
Once you've been in theindustry, in a certain location
or industry for a few years,it's a small world and you get
to know who else and don't burnyour bridges.
Okay, here's something thathappened to me.
This is a real story.
(23:55):
A mine employee comes in onTuesday, says that the 20,
tuesday, I forget what date itis, but he was giving his two
weeks notice and saying his lastday is going to be November 20,
friday, november 29th.
I'm like, okay, fine, I'llcount that as two weeks.
I'm not, you know, I'm notgoing to raise a fuss over a day
(24:16):
or so.
And he says well, I'm going touse PTO.
He goes well, actually, today'smy last day because I'm going
to use PTO.
The rest says oh no, you're not.
You know, you have to beemployed to use your PTO and if
you're not working, you're notemployed, you can't use your PTO
.
And the policy actually Iforget the verbiage of the
policy that you know you can'tuse your PTO.
(24:38):
But we also have a policy Ifyou leave on good terms, you'll
get paid out your PTO.
And good terms giving propernotice, turning in your
equipment, handing over whateveryou know, assisting in the
transition, all that other funstuff that you may have to do to
leave, and so all's he had todo.
And he rose up that you'reforcing me to come in and I said
(25:00):
I'm not forcing you to doanything.
If you want your PTO, you'llwork through the 29th and then
you'll be paid out.
Now I have an appointment.
I said then take a PTO day forthat day, that's fine.
Cee Cee (25:11):
Yeah.
Warren (25:12):
He was just really something else.
And he ended up not coming intowork on the 29th and I was like
you know what, just screw you,I'm not going to deal with you
over another eight hours.
You know, your eight hours ofPTO is not worth any of my
headache.
So just goodbye, get goodriddance gone and things like
(25:35):
that.
But he only had like eight daysof PTO or whatever.
That's why he came in onTuesday, oh actually, but
today's my last day, so I'm like, whatever it's worth the cost
to get rid of you.
Thank you, just leave Goodbye.
Cee Cee (25:50):
Just leave.
Warren (25:52):
You know, one day and I went in, okay, yeah, one day I
don't, you know, I'm not goingto care too much that he didn't
give proper notice and he swears.
He told his boss the Fridaybefore and his boss was like I
haven't talked to him in a while.
He works in a differentlocation.
So I'm like, okay, whatever.
But it was just.
(26:14):
You know, once again, read thehandbook.
It says to be eligible for PTO.
The PTO payout policy isda-da-da-da-da-da-da, read it.
Yeah, and he struck a nervewith me and just, I think he's
getting bad information, baddirection from somebody else and
oh, every other company allowsyou to do this.
Every other company can dowhatever I said.
(26:34):
Every other company can dowhatever that other company
wants to do.
That's not our policy, that'snot the way we do it.
Yeah, like I said, I think hewas getting some bad influence
from somebody, either a familymember or a social media
influencer or something likethat.
Cee Cee (26:49):
So it's the social media influencers.
Warren (26:52):
Yeah, it is.
Oh well, speaking of which, danfrom HR was on somebody I
almost never go on LinkedIn.
I had five minutes betweenmeetings and I decided I would
just go on LinkedIn.
I had five minutes betweenmeetings and I decided I would
just go on LinkedIn.
First thing I see is Dan fromHR, and some of the picture that
the original poster did wassomeone who, up assigned, said
(27:12):
HR is not your friend and givesall these reasons, this things,
and he calls her out.
And well, I'm not saying that.
And he said well, you did saythat.
You know, that's exactly whatyou just said.
And it was.
It was fine.
I didn't get to read the wholechain of comments, but yeah, I
thought it was funny.
You know one of theseinfluencers and yeah, it's, and
(27:33):
you know what LinkedIn isbugging the hell out of me to
buy in their recruiting system.
I'm probably not going to do it, most likely not going to do it
.
I was so bad when I said well,what if LinkedIn's supporting
some of these quote unquoteinfluencers like Erin Magoe or
whatever her name is that youknow she has zero HR experience,
and they are.
(27:55):
She's partnered with LinkedIn onall these things.
And oh gosh, I was like gosh,it's just, you're going to use
my money to support this person.
I don't care if she gets onecent of my recruiting program
money.
It's like no, anyways, that'sjust me.
No, I get it.
Whenever I have a moment, Iwill accept my invite from the
(28:18):
LinkedIn sales rep and discussthat.
Cee Cee (28:23):
I will say I used to love LinkedIn recruiting because
it was professional stalkingand I loved it.
Warren (28:30):
Oh, linkedin recruiting when you had the recruiter seat
was actually really good.
Yeah, I'm busy right now tryingto help my son find an
internship.
It is wow.
It is rough out there.
You would think a kid with a3.9 GPA from a top tier school
in geography would be able tofind a good internship.
He's not getting any responsesfrom a lot of companies and the
(28:53):
only responses he's getting areno's and he's a little
distressed.
I said no, don't sweat it toomuch.
I need an internship tograduate.
Yes, you do, but well you know,we got a little bit of time on
our side, but yeah.
So anybody out there lookingfor a GIS geography intern, hit
me up.
I got a really good one for you.
I'm not just saying that.
Cee Cee (29:19):
I will say when I was an intern I don't know if these
internships today are paid ornot, but when I was an intern
they were unpaid and I neededthem and they were unpaid and I
needed them.
You needed an internship tograduate and you worked, but you
still had to pay the universityfor the credit hours for taking
.
So I'm literally like paying towork and I just stopped the
(29:42):
bullshit.
Like stop the bullshit.
I don't know if unpaidinternships are still a thing,
but it's nonsense.
Pay them.
Warren (29:53):
Pay them.
You know, yeah, I'm actuallygoing to, I'm in.
My son was in high school.
He had to do a job shadowing.
He's always wanted to dogeography.
He job shadowed our county'sGIS head of GIS Florida County,
and I just wanted to send him anemail and say, hey, volunteer
(30:15):
yourself as an unpaid internship.
All I want is the class credit.
You know, the county office is10 minutes from our house and he
could, you know, just go getthe work done, get his credit
and be done.
I would always pay.
We had an intern who was on aspecial high school program.
He's working like 10 hours, ahigh school intern, 10 hours a
(30:36):
week for, or you know, for,eight weeks.
You know we can pay $10, $12,whatever it was we got him for.
And, yeah, I just you know, ifhe was doing absolutely nothing,
you know productive, then youknow.
Okay, if it's one of theinterns that you know, I don't
know, but I can see not paying,but he was actually there to do
(30:56):
some, do some real work, but itwas, it was interesting.
I don't know if we'll do thatprogram any longer because I
think the intern was great, theprogram was fine, but the school
was just a complete CF aboutdoing the paperwork that he
needed and they wanted us tocomplete it, but they weren't
sending it to us.
And they even says emailwriters, he needs it to receive
(31:19):
class credit.
Okay, send it to me, I willcomplete it.
I even called and let mecomplete this form.
I want to complete this form.
And the school just had no cluewhether they were coming or
going and I was like OK, youknow, that did not, but his
daddy knew someone else's daddyin our company or someone else
in our company, and that's how,that's how.
(31:41):
That's how networking works.
People we talked about just asecond ago, everybody knows
everybody to a certain degree.
Cee Cee (31:47):
It's the dark secret, you know.
Warren (31:49):
Yeah.
Cee Cee (31:49):
It's the dark truth.
Warren (31:51):
So well, I think we'll wrap it up around here.
I did not thank our Patreonsupporters Hallie, the original
Jaded HR rock star, bill andMike, so thank you for your
continued support.
Just some administrative things.
So we will have another episodein two weeks and then we will
come back to the first week ofJanuary, take a little time off
(32:14):
once again, so I'm letting youknow ahead of time unlike last
time for Thanksgiving, we'regoing to just take a couple of
times gone, but Cece and I havea great idea for 2025.
I think y'all will enjoy.
I don't know if it'll beseparate episodes or a segment.
I don't, I haven't thought thatout too much, but I think I'm
looking forward to it.
I think it'll be a lot of fun.
So stay tuned and tell yourfriends.
(32:35):
And also, cece and I weretalking.
I haven't solicited feedbackfrom y'all listeners in a long
time, so get in touch with us,hit us up on social media.
The text send me a text is inthe show notes.
You can click on it and justsend us a text.
It works really well.
(32:57):
Plus, we have a text number inour show notes that are accurate
.
You can call and even leave avoicemail if you wanted things
like that.
So yeah, great, great stuffthere.
Andrew Quilpa (33:02):
So we want to hear from you Instagram?
Warren (33:05):
check us out on Instagram.
That's where I am.
That's the only place.
I have jaded HR accountseverywhere, Even at TikTok, but
I only go on Instagram.
Cee Cee (33:15):
And you can always follow me.
I'm BoozyHR.
Warren (33:17):
BoozyHR, boozy underscore HR.
Oh, boozy, and the link is inour show notes as well.
Cee Cee (33:23):
Oh, that's so cute.
Warren (33:31):
Yeah, boozia, and the link is in our show notes as
well.
Oh, that's so cute.
Yeah, hit us up.
You have any questions,comments, stories, anything like
that, interesting stories?
We're thinking about it.
Another thing we're thinkingabout doing is getting some
listener feedback for sometopics, so we will work on that
as well, so yay.
Cee Cee (33:44):
We have things cooking.
Warren (34:06):
Yeah, the kitchen been a blast, a lot of fun.
So, anyways, the intro andoutro music is the underscore
orchestra Double the Devil andthe voice artist is Andrew Kolpa
, who does the opening.
As always, I'm Warren.
Cee Cee (34:17):
I'm Cece.
Warren (34:19):
And we're here helping you survive the HR1.
What the fuck moment at a time.
Had you actually read the email, you would know
that the podcast you are aboutto listen to could contain
explicit language and offensivecontent.
These HR experts' views are notrepresentative of their past,
present or future employers.
If you have ever heard mymanager is unfair to me.
I need you to reset my HRportal password, or Can I write
(00:24):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to Jaded HR.
Warren (00:46):
Welcome to another episode of JNHR, the podcast by
two HR professionals who want tohelp you get through your
workday by saying everythingyou're thinking, but say it out
loud.
I'm Warren.
Cee Cee (00:56):
I'm Cece.
Warren (00:58):
All right.
Well, we don't have a guesttoday, we don't have any plan
for today, so let's just seewhere the hell our imaginations
take us on this tour.
I should have put out a littleannouncement.
We weren't going to put out anepisode last week for
Thanksgiving.
I did not do that.
I didn't do a lot of thingslately, but yeah, let's see
what's been going on in yourlife first, before we get into
(01:20):
the topics.
What's been going on in yourlife first, before we get into
the topics.
Cee Cee (01:25):
Oh well, I've been in the I've just been digesting
since Thanksgiving, and it wasthe baby's first Thanksgiving,
so she had all of the sweetpotatoes and we have all the
pictures, so it was really nice.
Warren (01:38):
Yes, I'm sure.
Cee Cee (01:40):
All over her face, oh yeah, and she grunts too, which
is my favorite Because, like now, I think she's very like food
motivated, much like me.
But yeah, she like will makethese little grunts, like if she
sees food she'll be like huh,and I'm like, oh jeez, she's
very aggressive.
Warren (02:01):
Oh gosh, yeah, I remember those ages, it was fun.
Yeah, I remember those ages, itwas fun.
Yeah, I had a smallThanksgiving I like smaller
Thanksgivings Just me, my wife,one of my children and my
in-laws, and you know everybody.
The in-laws left in one pieceand I left without flowing too
many coronaries, but it was okay.
(02:23):
It was okay Our firstThanksgiving here in this new
house, which is good.
But we got hit with a coldfreeze and we noticed, for the
first time living there, wearen't getting warm air from the
heat.
The heat seems to be workingbut it's not getting into our
bedroom.
So we called the builder and hesent his AC guy out and they
put the wrong size ducting,apparently from the unit to our
(02:44):
bedroom.
Everywhere else is fine.
The rest of the house isperfect.
Temperature all the time, Ourbedroom, we have the house set
at 72.
It's 60 degrees in our bedroomand things like that.
So they're going to be out hereFriday fixing that.
So yeah, but the things youdon't know until, like when we
moved in, whether it was awinter or the summer, wasn't bad
.
It didn't affect us in thesummer as much, but I don't know
(03:07):
why.
But that was, that wasinteresting, but you know just
some fun stuff going on, let'ssee anything else.
The last three weeks it's beenfull throttle at work.
It's been crazy and it was niceto have.
I took I took Black Friday offand it was nice to have a four
day weekend and now my PTO ispretty much gone, for I need to
start building that bank back upand things like that.
(03:29):
So, yeah, needed that four-dayweekend just to relax, recharge
and get back into things, andyou know it was so funny.
A few people did work Friday.
I did check my email Saturdayjust to make sure I wasn't
missing anything crazy.
I did check my email Saturdayjust to make sure I wasn't
missing anything crazy and I hadlike two emails, neither of
which really needed my attentionor response, or just more.
(03:50):
I was on the email.
So love that when I miss a dayof work and I didn't really miss
, Because the worst thing iswhen you take a day off for work
and then you spend the next twodays trying to catch up from
that one day off of work.
Yeah, yeah.
Cee Cee (04:03):
Yeah.
Yeah, I feel like everyone so Idon't know how it is where you
work, but last week, startinglike Tuesday afternoon, it
started to become a ghost town,yes, so like no one was there,
no one was getting anything done, and then now everyone's back.
And I think yesterday was justa little crazy, because now all
(04:24):
of a sudden, everyone's back atthe same time.
Everyone needs something.
So I'm like finally recoveredafter yesterday.
Warren (04:31):
Yeah, and yesterday for me, I had orientation, so we had
new hires, so we didorientation, and then I had
meetings the entire rest of theday, and so today I was playing
catch up from, even though Ididn't have anything catch up
from from Friday missing.
I had played catch up onTuesday for Monday, but it was
(04:51):
all good.
And the longer I was, I wasthere till like 630, just to,
just to not.
I'd rather just get it done andfight the bullet until I, you
know, so I don't have tocontinue being behind on the
next day tomorrow, so I won'thave to be behind.
Or today I wasn't as behind, soit was crazy.
So, yes, the year end of theend.
(05:13):
We don't even do openenrollment and we're not a
calendar year, benefit year, soI'm just glad we don't have an
open enrollment.
On top of all this, oh, that'dbe crazy.
No, not at all, and reviews andeverything else all at the same
time and stuff.
So the only thing I had that Ireally wanted to bring to the
(05:33):
table today was a story from afriend working in HR, and I've
experienced this to a lesserextent as well.
Gossip, that stupid gossip thatkills.
Employee A apparently toldemployee B oh how much have you
used all your PTOs?
You'll lose it in the year,which is not the policy,
(05:54):
apparently.
So the employee calls the HR,rather than looking in the
handbook, where it would beright there what it is, and says
this is not fair.
I wasn't told I'd lose my PTO,yada, yada, yada and all you
know pants on fire and actingcrazy and let know your PTO
rolls over, there's no use it orlose it.
(06:14):
Well, thus and per those saidand well, are they in HR?
And that's another thing.
Getting your HR advice fromsomeone who's not in HR and not
in HR in your company We'vetalked to any number of times.
Oh well, my buddy's, bestfriend's wife is in HR at
whatever company and says thatyou're doing it wrong.
Of course we're doing it wrong,according to them.
But why are you getting yourinformation from some?
(06:37):
You know the guy in the desknext to you and then, if you
have that type of question, thehandbook, the handbook, the
handbook, it's, you know thehandbook.
It's right there, it's easy,it's a yes, but people want to
be dramatic, I suppose, andthings like that.
(06:58):
So I've been in thosesituations.
I know how frustrating it is.
I just want to sometimes reachout and grab someone around the
neck so shake them a little bit,yeah, and go from there someone
around the neck, so shake thema little bit, yeah, and go from
there.
Cee Cee (07:09):
Oh my gosh, people just need to like kind of just mind
their business.
Warren (07:13):
Yeah, and why take HR information from anybody other
than your own HR department?
And with something like I don'tknow PTO or bereavement, all
those like policy type things,the first thing I'm going to do
before I call anybody is I'mgoing to go to the handbook and
I would think I would believeI'd think that even if I wasn't
(07:37):
in HR.
My daughter had a question forme about something and I told
her what's your company'shandbook say?
You know it doesn't.
I don't know that's a policyquestion.
You asked me how FMLA works.
I can tell you that and how itworks all day long.
You ask me about you know ADAor ADEA, all those little fun
acronyms I can tell you.
(07:57):
You know the definition all daylong.
But when your company has itsown policy, you know use it or
lose it if it rolls over, if youhave maximum accruals.
Or you know you can buy out PTO.
I know so many people want tosell back their PTO sometimes
and things like that.
Some companies do it, somedon't, and it's just read the
handbook.
Cee Cee (08:18):
Speaking of PTO, we had our company made like a change
this year and announced thatstarting next year they revamped
the way you accrue PTO, but nowthey're giving us two
additional floating holidays, soI'm very excited I get two
extra days next year.
Warren (08:35):
Oh, so you get everything you've always had,
plus two additional.
Yeah, awesome, awesome.
You know, here's one thing Iknow a company that when
Juneteenth became a holiday,they took away Columbus Day.
They took Columbus Day off thecounter.
They sort of flipped outJuneteenth and you would have
(08:58):
thought it was the end of theworld In first, columbus.
Of all the federal holidays, Ithink Columbus Day is probably
the, and if I were to say thisin like Philadelphia or
somewhere with a heavily Italianpopulation or whatever, it
(09:19):
would not go over so well.
But you know, columbus Day isprobably towards the bottom of
the ranking.
You know Presidents Day, mlkDay, new Year's Christmas,
thanksgiving Fourth of.
July, memorial Day, labor Day,Veterans Day, all those are, you
know, sort of top tier, andthen you get veterans.
Cee Cee (09:31):
Or no, excuse me.
Warren (09:32):
Then you get Columbus Day and it's like if there's one
to go, I guess I would have tosay yeah, that would have to be,
but you know, I think it'sIndigenous Peoples Day now.
Yeah, depending on where youare, it's both yeah.
It's both Some peopleIndigenous Peoples Day, yeah,
but so that might make it moreimportant again, I guess, than
(09:53):
than just Columbus Day.
Cee Cee (09:55):
Yeah.
Warren (09:56):
Who?
Yeah, so yeah, it's interesting.
Why not just?
You know I've had thediscussion, you know you go why
not just?
You know I've had thediscussion, you know you go.
Okay, january, you have NewYear's MLK Day.
February, you have President'sDay.
March, I don't think we haveanything.
April.
So we need something, a holidaylike in March and April,
because now we have one in May,we have one in June, we have
(10:18):
July, we don't have anything.
August, then we get September,october, november, december.
So we have, we need to findsomething.
A friend of mine was a hugeadvocate of making September
11th a national holiday, theNational Day of Mourning or
whatever remembrance I forgetwhat they called it.
But we need something in Marchand April too.
We need to come up with a goodholiday in there so we can have
(10:39):
a day off without PTO orthree-day weekend.
Cee Cee (10:43):
I think this is the conversation that I was not a
part of, but, from what Igathered, how do you decide what
holidays to give?
I think their overarching themewas we'll just give you two
extra holidays and you just usethem as you want.
Now we have three floatingholidays.
(11:03):
If you're like, hey, I'm goingto, you know, take off, for you
know, I don't know, but like anyholiday you want, it doesn't
matter Any religion.
So I think that was kind oflike their fix.
And I don't know, I'm four,just give me more.
I'd like another.
Give me a fourth at this point.
Come on.
Warren (11:21):
My wife's company has a floating holiday.
They call it a personal holidayher company and you can.
You know, if you want yourbirthday, you want some obscure
holiday that nobody else hasever heard of, or, you know,
opening day of baseball season,whatever you want, you can take
that day and I like that idea ofone personal holiday, just so
(11:46):
you know, this is a maybe youand your spouse's anniversary.
You know, just take that offwith a or something like that.
Just yeah, I don't know, Iwould like more paid time off.
I, you know, my wife and I werediscussing she's been with them
for 16 years and she seven oreight weeks I forget how many of
PTO and I have crew four.
(12:07):
So you know she has all thistime to burn, all the time and I
don't like.
You know, we spent two weeks inUtah this year and then most of
my other holiday was moving.
I spent, I took a week off frommoving and then you have the
rest of my other week was a dayhere, a day there, doctor's
appointments taking.
You know, go picking up my kidsfrom some college or something
like that, and there's your fourweeks before you know it Right,
(12:30):
and it's like I didn't doanything.
Cee Cee (12:34):
I know it's like those four weeks are just like life
things they're not like holidaythings, and that's yeah, that's
the hard part, and that's yeah,that's the hard part.
Like I'm I don't know I'm Ijust feel like if you're a
salaried employee, depending onthe work you do, that it, you
know, with caveats yeah, at somepoint you're just responsible
(12:57):
for your output and you, beingin the office, like if you can
manage your time off, thenmanage it as long as you're
getting your deliverables done.
Warren (13:05):
I don't know, that's just my thought I like that idea
a lot, the unlimited PTO andI've read an article and I think
we've been on God Help Us Shirmthat people who get unlimited
PTO aren't using it excessively,and even some of them, I think
we're saying I wish I had thearticle in front of me that
(13:27):
people with unlimited PTO areactually using less than people
with allocated PTO accruals andthings like that.
So I found that reallyinteresting.
If I had unlimited PTO I'dstill be getting stuff done.
But you know what?
It's a nice day.
I'm going to go just have a meday today.
I can.
(13:47):
I can if I can do it withoutinterfering.
You know work would come first.
That's the whole thing.
I had a discussion with somebodyabout work coming first.
You know talking aboutwork-life balance, but without a
job you can't afford to go onthat vacation, you can't go buy
the stuff you want, you can't gosocialize, go to parties and
(14:08):
things like that.
You need to work.
So work has to come first.
But once you've got that takencare of, then you know I want to
take a three-day week and gohiking in the mountains.
Hey, sounds awesome, let's gofor it.
Have fun, as long as everythingelse is taken care of.
Yeah, yeah, I'd be interested.
I'm really curious aboutunlimited PTOs.
I always thought it would beabused to hell.
(14:29):
Actually, one of the classesI'm taking this semester is
employment law and we had to doa case study.
And we had to find a case study.
And we had to find a case thatwas interesting to us from the
NLRB administrative judges Yay,fun stuff.
And I dug deep, I was trying tofind something and I looked,
(14:50):
narrowed it down to the state ofNorth Carolina and I was
looking and I found a certaincompany my daughter Once Upon a
Time Work.
So I was like, ooh, I'll checkthat Somehow.
It came up in North Carolinawhen you look under the NLRB
administrative judge decisionsand, anyways, here's a case
study for you.
(15:11):
The theme of this whole entirestory is never give up a good
reason to fire a bad employee.
So this person came aboard andthey were an it help desk
technician and it required towork on call.
Every once, every four weeks,you would be on call it's a
rotating on-call thing and he hecomplained right off the back.
(15:35):
He was complaining.
Oh, nobody told me that.
They said here's the positiondescription that you applied to.
We did.
It was discussed.
Nobody told me that.
So they tried to work aroundhim, have other people schedule
his time and things like that.
First you come out and say youcan't work on call, that's,
that's a requirement of theposition.
I'm sorry, you can either dothis or you can't do this.
(15:56):
Make.
I'm sorry, you can either dothis or you can't do this.
Make your decision.
And apparently he was very vocaland adamant not very
professional about this,complaining about having to be
on call.
But they kept him and he onlyworked for this company for
three months.
In that three months he missedover 20 days of work.
Hmm, I don't care if it's PTO,every grandmother you've had has
(16:19):
died.
I don't know.
You've got to be here more than20,.
You know of those three monthsyou can't miss that much time.
I'm sorry, you know you've gottoo much else going on in your
life right now.
You know let's just go ourseparate ways at that point.
But no, they kept him.
And so what happened?
(16:39):
He ends up complaining to hisco-workers and his co-workers
actually filed a complaintagainst him because he was
nagging and implying that alwaysasked him how much they make
and and things like that, andsaying I don't get paid enough
to do this and and this is justgarbage and whatever.
Now, mind you, in the case itsaid, he went from making like
(17:01):
$30,000 a year to $78,000 a yearwhen he took this position.
It was a huge jump for him andhe's still complaining.
But anyways, he would complainhe doesn't get paid enough for
this.
And his other employeescomplained to their manager and
HR that this person is annoyingthem.
He's really driving down, he'spestering them about how much
(17:21):
they get paid and things likethat.
And so finally, his manager'smanager sent an email to HR and
said oh, I need you to look inthe handbook and find a way we
can fire him for talking abouthis salary.
So they put that in email andthat email was discoverable and
(17:42):
they found it.
So they did fire, end up firinghim and he sued, went to NLRB
and they got found in favor ofthe employee, the rotten
employee.
I mean.
They had so many opportunitiesto let him go for a legitimate
reason, even in the apparentlyin the termination meeting, they
(18:05):
told him they were letting himgo for talking about discussing
his salary with others, whichyou know.
That's a that you have thatright to do.
But you know, if you're, evenif you're doing it for a new
legal reason, you don't tellthem, you don't put them at a
race.
You know, if you're, even ifyou're doing it for a new league
, or you don't tell them, youdon't put them into race.
You know this just isn'tworking out, dude.
You know, you, you, you, you'rea poison pill your employees,
your coworkers, are complainingabout, yeah, you're annoying
(18:27):
them and being disruptive to thework environment.
You're missing so much timefrom work.
You're not happy here becauseof the rotating.
Oh, the one time he had to, theyforced him to do an on-call.
He didn't answer the phone whenhe was on call and he said he
slept through it and then hesaid he wanted someone to.
It was a text message, amessage alert that he would get
(18:50):
and he said he wanted someone tocall him.
So the boss said, hey, you needto take care of it.
They called him one time andthen he went the next day into
the office till the boss removedhis contact information from
his phone and told HR to removehis phone number from all the
company directories etc.
And he gave them a million goodreasons to fire him along the
way.
And yet they put somethingstupid in writing.
(19:13):
And this is a I mentioned it'sa company my daughter worked for
once.
This is a very, very largecompany nationwide.
You'd think they probably havemultiple HR offices in there.
I was just like come on, people.
Cee Cee (19:27):
So silly, so silly.
Warren (19:30):
Don't give up a good reason to fire a bad employee
quickly, but they're muchgenerous.
Cee Cee (19:38):
Yeah, seriously, and, like you said, it's for the bad
reason, like he married theperson for the bad reason.
Warren (19:46):
And he got reinstated back pay like, I think, three
times his back pay for the timeit was from the time this got
set up.
Now, why would I?
I would pay extra money not tohave to reinstate this person.
Hey, I'll pay another year ofsalary not to reinstate this
person.
I don't know, because you'rejust bringing a problem back in
(20:09):
and now anything you say youwere five minutes late today.
Oh, you're retaliating againstme.
I can picture it now with thattype of employee retaliating
against me.
I can picture it now with thattype of employee and they had to
post employee post notices toall their locations nationwide
about you are allowed to discussyour wages with your coworkers
(20:30):
and they had to send to allcurrent employees with that same
notice and then snail mailtheir former employees over the
last I don't remember how longit was the resolution of it.
I'm like, geez, that's just forone stupid and it was a bad
employee, bad managers, you know, and they probably weren't
(20:51):
getting the well until thatdirector.
Whoever sent the email to HR.
Can you find a way to fire thisguy for talking about his
salary?
Yeah, that was an interestingcase study and it actually got
me fired up while I was writingmy paper on it, but it was
interesting, interesting.
So you know.
Cee Cee (21:10):
So I have a funny story and I want to get your reaction
on this because this came upthis week.
So someone who I know theirdirect report quit.
Now their direct report is likequintessential Gen Z but for
anyway she had quit.
She gave her two weeks noticeand then she said that she was
(21:33):
moving back out of state, shewas going to go live with her
family for a while and she'sjust going through some
emotional stuff and she's got togo figure life out.
So you know, this person waslike that's fine, that's
disappointing, you're a greatemployee and they've had like a
really good rapport over theyears.
Yeah, so she's been working forthis person for years and
(21:58):
they're like almost kind of like, had a direct like, had that
direct rapport managerrelationship where they would go
have drinks after work.
So they were kind of like youknow, they were close.
Anyway, this person was like oh, she was at a networking event.
She bumped into someone andsaid oh, did you hear about
so-and-so, let's just call herBetty.
She's like oh, did you hearabout Betty?
(22:19):
And she's like no, whathappened?
I know she like moved back liketo her home state and she's
like no, she apparently is liketook a position with their
direct competitor and likedidn't tell her and also started
working the job like a week.
(22:40):
So she has a week overlap whereshe was working both jobs at
the same time.
Oh, oh, yeah, so she has a weakoverlap where she was working
both jobs at the same time.
But anyway, like so she peacedout, hasn't said a thing to this
person, to the manager, to thisperson, and anyway I was like,
oh, that's a silly mistake, thisis this individual's first job,
this is Betty's first job.
So I was like, oh, that's likea bad bridge to burn, you know,
(23:06):
like it's just so bad.
But anyway, I just wanted toshare that with you because I
thought that was like aninteresting scenario.
Warren (23:13):
And not only that, they found out through networking and
she's burnt a bridge somewhere.
That bridge is burnt and otherpeople are going to find out
about it and I don't thinkpeople understand.
You know who knows who in theHR world and once you get at a
certain level, it's a smallworld.
(23:34):
Once you've been in theindustry, in a certain location
or industry for a few years,it's a small world and you get
to know who else and don't burnyour bridges.
Okay, here's something thathappened to me.
This is a real story.
(23:55):
A mine employee comes in onTuesday, says that the 20,
tuesday, I forget what date itis, but he was giving his two
weeks notice and saying his lastday is going to be November 20,
friday, november 29th.
I'm like, okay, fine, I'llcount that as two weeks.
I'm not, you know, I'm notgoing to raise a fuss over a day
(24:16):
or so.
And he says well, I'm going touse PTO.
He goes well, actually, today'smy last day because I'm going
to use PTO.
The rest says oh no, you're not.
You know, you have to beemployed to use your PTO and if
you're not working, you're notemployed, you can't use your PTO
.
And the policy actually Iforget the verbiage of the
policy that you know you can'tuse your PTO.
(24:38):
But we also have a policy Ifyou leave on good terms, you'll
get paid out your PTO.
And good terms giving propernotice, turning in your
equipment, handing over whateveryou know, assisting in the
transition, all that other funstuff that you may have to do to
leave, and so all's he had todo.
And he rose up that you'reforcing me to come in and I said
(25:00):
I'm not forcing you to doanything.
If you want your PTO, you'llwork through the 29th and then
you'll be paid out.
Now I have an appointment.
I said then take a PTO day forthat day, that's fine.
Cee Cee (25:11):
Yeah.
Warren (25:12):
He was just really something else.
And he ended up not coming intowork on the 29th and I was like
you know what, just screw you,I'm not going to deal with you
over another eight hours.
You know, your eight hours ofPTO is not worth any of my
headache.
So just goodbye, get goodriddance gone and things like
(25:35):
that.
But he only had like eight daysof PTO or whatever.
That's why he came in onTuesday, oh actually, but
today's my last day, so I'm like, whatever it's worth the cost
to get rid of you.
Thank you, just leave Goodbye.
Cee Cee (25:50):
Just leave.
Warren (25:52):
You know, one day and I went in, okay, yeah, one day I
don't, you know, I'm not goingto care too much that he didn't
give proper notice and he swears.
He told his boss the Fridaybefore and his boss was like I
haven't talked to him in a while.
He works in a differentlocation.
So I'm like, okay, whatever.
But it was just.
(26:14):
You know, once again, read thehandbook.
It says to be eligible for PTO.
The PTO payout policy isda-da-da-da-da-da-da, read it.
Yeah, and he struck a nervewith me and just, I think he's
getting bad information, baddirection from somebody else and
oh, every other company allowsyou to do this.
Every other company can dowhatever I said.
(26:34):
Every other company can dowhatever that other company
wants to do.
That's not our policy, that'snot the way we do it.
Yeah, like I said, I think hewas getting some bad influence
from somebody, either a familymember or a social media
influencer or something likethat.
Cee Cee (26:49):
So it's the social media influencers.
Warren (26:52):
Yeah, it is.
Oh well, speaking of which, danfrom HR was on somebody I
almost never go on LinkedIn.
I had five minutes betweenmeetings and I decided I would
just go on LinkedIn.
I had five minutes betweenmeetings and I decided I would
just go on LinkedIn.
First thing I see is Dan fromHR, and some of the picture that
the original poster did wassomeone who, up assigned, said
(27:12):
HR is not your friend and givesall these reasons, this things,
and he calls her out.
And well, I'm not saying that.
And he said well, you did saythat.
You know, that's exactly whatyou just said.
And it was.
It was fine.
I didn't get to read the wholechain of comments, but yeah, I
thought it was funny.
You know one of theseinfluencers and yeah, it's, and
(27:33):
you know what LinkedIn isbugging the hell out of me to
buy in their recruiting system.
I'm probably not going to do it, most likely not going to do it
.
I was so bad when I said well,what if LinkedIn's supporting
some of these quote unquoteinfluencers like Erin Magoe or
whatever her name is that youknow she has zero HR experience,
and they are.
(27:55):
She's partnered with LinkedIn onall these things.
And oh gosh, I was like gosh,it's just, you're going to use
my money to support this person.
I don't care if she gets onecent of my recruiting program
money.
It's like no, anyways, that'sjust me.
No, I get it.
Whenever I have a moment, Iwill accept my invite from the
(28:18):
LinkedIn sales rep and discussthat.
Cee Cee (28:23):
I will say I used to love LinkedIn recruiting because
it was professional stalkingand I loved it.
Warren (28:30):
Oh, linkedin recruiting when you had the recruiter seat
was actually really good.
Yeah, I'm busy right now tryingto help my son find an
internship.
It is wow.
It is rough out there.
You would think a kid with a3.9 GPA from a top tier school
in geography would be able tofind a good internship.
He's not getting any responsesfrom a lot of companies and the
(28:53):
only responses he's getting areno's and he's a little
distressed.
I said no, don't sweat it toomuch.
I need an internship tograduate.
Yes, you do, but well you know,we got a little bit of time on
our side, but yeah.
So anybody out there lookingfor a GIS geography intern, hit
me up.
I got a really good one for you.
I'm not just saying that.
Cee Cee (29:19):
I will say when I was an intern I don't know if these
internships today are paid ornot, but when I was an intern
they were unpaid and I neededthem and they were unpaid and I
needed them.
You needed an internship tograduate and you worked, but you
still had to pay the universityfor the credit hours for taking
.
So I'm literally like paying towork and I just stopped the
(29:42):
bullshit.
Like stop the bullshit.
I don't know if unpaidinternships are still a thing,
but it's nonsense.
Pay them.
Warren (29:53):
Pay them.
You know, yeah, I'm actuallygoing to, I'm in.
My son was in high school.
He had to do a job shadowing.
He's always wanted to dogeography.
He job shadowed our county'sGIS head of GIS Florida County,
and I just wanted to send him anemail and say, hey, volunteer
(30:15):
yourself as an unpaid internship.
All I want is the class credit.
You know, the county office is10 minutes from our house and he
could, you know, just go getthe work done, get his credit
and be done.
I would always pay.
We had an intern who was on aspecial high school program.
He's working like 10 hours, ahigh school intern, 10 hours a
(30:36):
week for, or you know, for,eight weeks.
You know we can pay $10, $12,whatever it was we got him for.
And, yeah, I just you know, ifhe was doing absolutely nothing,
you know productive, then youknow.
Okay, if it's one of theinterns that you know, I don't
know, but I can see not paying,but he was actually there to do
(30:56):
some, do some real work, but itwas, it was interesting.
I don't know if we'll do thatprogram any longer because I
think the intern was great, theprogram was fine, but the school
was just a complete CF aboutdoing the paperwork that he
needed and they wanted us tocomplete it, but they weren't
sending it to us.
And they even says emailwriters, he needs it to receive
(31:19):
class credit.
Okay, send it to me, I willcomplete it.
I even called and let mecomplete this form.
I want to complete this form.
And the school just had no cluewhether they were coming or
going and I was like OK, youknow, that did not, but his
daddy knew someone else's daddyin our company or someone else
in our company, and that's how,that's how.
(31:41):
That's how networking works.
People we talked about just asecond ago, everybody knows
everybody to a certain degree.
Cee Cee (31:47):
It's the dark secret, you know.
Warren (31:49):
Yeah.
Cee Cee (31:49):
It's the dark truth.
Warren (31:51):
So well, I think we'll wrap it up around here.
I did not thank our Patreonsupporters Hallie, the original
Jaded HR rock star, bill andMike, so thank you for your
continued support.
Just some administrative things.
So we will have another episodein two weeks and then we will
come back to the first week ofJanuary, take a little time off
(32:14):
once again, so I'm letting youknow ahead of time unlike last
time for Thanksgiving, we'regoing to just take a couple of
times gone, but Cece and I havea great idea for 2025.
I think y'all will enjoy.
I don't know if it'll beseparate episodes or a segment.
I don't, I haven't thought thatout too much, but I think I'm
looking forward to it.
I think it'll be a lot of fun.
So stay tuned and tell yourfriends.
(32:35):
And also, cece and I weretalking.
I haven't solicited feedbackfrom y'all listeners in a long
time, so get in touch with us,hit us up on social media.
The text send me a text is inthe show notes.
You can click on it and justsend us a text.
It works really well.
(32:57):
Plus, we have a text number inour show notes that are accurate
.
You can call and even leave avoicemail if you wanted things
like that.
So yeah, great, great stuffthere.
Andrew Quilpa (33:02):
So we want to hear from you Instagram?
Warren (33:05):
check us out on Instagram.
That's where I am.
That's the only place.
I have jaded HR accountseverywhere, Even at TikTok, but
I only go on Instagram.
Cee Cee (33:15):
And you can always follow me.
I'm BoozyHR.
Warren (33:17):
BoozyHR, boozy underscore HR.
Oh, boozy, and the link is inour show notes as well.
Cee Cee (33:23):
Oh, that's so cute.
Warren (33:31):
Yeah, boozia, and the link is in our show notes as
well.
Oh, that's so cute.
Yeah, hit us up.
You have any questions,comments, stories, anything like
that, interesting stories?
We're thinking about it.
Another thing we're thinkingabout doing is getting some
listener feedback for sometopics, so we will work on that
as well, so yay.
Cee Cee (33:44):
We have things cooking.
Warren (34:06):
Yeah, the kitchen been a blast, a lot of fun.
So, anyways, the intro andoutro music is the underscore
orchestra Double the Devil andthe voice artist is Andrew Kolpa
, who does the opening.
As always, I'm Warren.
Cee Cee (34:17):
I'm Cece.
Warren (34:19):
And we're here helping you survive the HR1.
What the fuck moment at a time.
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