October 4, 2023 • 20 mins
Ever been so annoyed by public phone conversations that you'd like to rant and rave at the offending party? We get it, and so does this episode. On a journey through pop-culture and personal experience, we explore a variety of topics from HR appreciation to the audacity of Gen Zers using speakerphones in public.
We promise, there will be no dull moments in this episode as we delve into a curious incident involving a Karen, a Halloween display, and the police. We also skim through the SHRM's latest headline and the Engagedly's intriguing list of top 100 HR influencers. Reflecting on our past attempts at solo episodes, we realize the crucial importance of preparation - a lesson applicable to all walks of life. So, buckle in for a no-holds-barred discussion, because we're about to say all the things you're thinking.
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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
(00:25):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to JDDHR.
Warren (00:47):
Welcome to JDDHR, the podcast by two HR professionals
who want to get you through towork day by saying all the
things you're thinking.
Say them out loud.
I'm Warren and this is Feathers.
All right, so no episode lastweek.
Like I said on social media, wecelebrated HR Appreciation Day
last week way too hard, so thatdid not allow us to put a
(01:10):
recording together.
So, yay us.
Did you celebrate HRAppreciation Day as hard as we
did?
That's the question out therefor you Anyhow.
Anyhow, it's sort of funny.
Before we really get into things, looking at my show notes and
(01:31):
when I'm writing these shownotes, you can almost tell the
mood on me.
And am I more of a satirical,sarcastic mood or am I in a
complete asshole fuck the worldmood by the things I put in my
show notes?
So apparently, when puttingthis show together, I was not in
the best of mood, because thisis just.
I've got like 10 differentrants going on my show notes
(01:55):
here, from lame to silly.
But that's what we've got today.
But before we get too far, Iwant to thank our original JDHR
Rockstar, halley, for hercontinued support.
Please be like Halley andsupport us online through
Patreon or buy us a beer, followthe show notes links and do
that, but also leave us a review.
(02:15):
I did not check reviews anytime lately to see if we've
gotten any new ones.
I'll do that before our nextepisode and get that out there
if we have any.
But yeah, please send us,please leave us a review on any
of your platforms that allow it,but specifically Apple.
So anyhow, it's been a crazy,crazy couple of weeks here for
(02:39):
us.
What branch should I start withnow?
Feathers (02:42):
I see Just pick one.
Warren (02:44):
Just pick one.
Well, I shit on Gen Z a lot, solet's go ahead and shit on Gen
Z a little bit more.
So Gen Z this actually comes tome from a friend and I see this
as more of a boomer issue.
But they say in their companyit is a Gen Z year issue where
(03:08):
they talk All loud on their cellphones, their cell phone on
speaker, talking out loud likesome of the boomers.
Would you know?
You go to the grocery store andsee this 99 year old person at
somehow has a cell phone workingand they have their speaker
phone on and talking loudly toever whoever.
That's apparently a problem atmy my friends work, that they
(03:29):
were mentioning the episode thatwe talked about where we doing
etiquette trading for jen Zersand they're saying we need to do
that at our work and we need toteach them how to use their
cell phone in public, not to useit on speaker.
Really have Z does that, I know.
I haven't experienced that, but,yeah, it's not cool when a
(03:50):
boomer does it.
It's not cool in a gen Z, ordoes it?
By the way, I didn't, uh, and Ican see using your speaker.
Sometimes if you're using yourboth hands for something, you
don't have your piece or some ofthat, but if you're just
walking around randomly Talkingloudly so the whole world can
hear your conversation, I betyou that's probably part of it.
They want the drama of thewhole world being involved in
(04:11):
their conversation.
So that, thank you for that.
Oh, speaking of people we know,talking about us, I'm gonna
make a shout out to someone whoworks with my wife who said they
love our podcast.
So your challenges the right toreview, so, but thank you for
saying that she.
She went to the office for thefirst time in a million years
(04:32):
recently for an event andsomeone brought that up, so
anyhow.
So thank you, thank you.
All right, so I titled this onewhen I was writing it.
Karen on the loose.
This comes to us from my, myhometown, my, my true hometown
(04:53):
of Chesapeake, virginia, wtk,our news on September 27.
And this has nothing to do withHR.
This was me putting because Iremember I read this article and
I put it on there.
This Karen did not want to goon camera but she's very
concerned for children in thearea.
(05:13):
She told me street she calledthe police to report their
Halloween display.
The officer called lady backand said there's nothing we can
do.
The across the street neighborfrom this Halloween display said
she sees nothing wrong with it.
She says I look at it everynight, think it's just beautiful
.
I think she's done a great job.
So I know this is a podcast, nota visual medium, but if you've
(05:36):
ever seen the new thing the lastcouple years is Wrapping a body
up in like plastic bags and uselike milk jugs and then water
bottles for arms to make itshaped like that.
Well, that that's exactly whatthis person has done and hung
them by their feet, theseplastic bags that look like
they're holding a body.
She's hanging them upside downfrom her trees in the yard and I
(05:58):
I actually it's cool, it's okay, it's.
I've seen a lot worse.
I think it's Kind of lame alittle bit, but you're gonna
call the police and the TVstation to complain about this
Halloween display in yourneighborhood or wherever it is.
(06:19):
Just, oh, come on, it's for thechildren.
No, she, she's.
She's very smart.
She must have realized how dumbshe was.
Because she she didn't want togo on camera is like, yeah,
everybody's gonna Fuckingridicule, hate, mock me worse
than they already are, and myother rant about thinking about
(06:39):
this when I read it.
You're putting this on the news.
This is newsworthy for For theTV station.
What a what a slow news day.
If this is what something theycan put out there and say, hey,
here's our news for today.
This little bitch wants tocomplain about Halloween
displays in the neighborhood.
So I put on camera and say, yep, this is her.
Look at her.
Mocker, scorn or fire from herjob.
(07:02):
So, yeah, that's what I did.
Well, people, this is going onthe track of people I like to
mock, scorn and ridicule.
So one of our most favoritetargets for mocking, scorning
and ridicule is, of course,sharm.
Feathers (07:23):
It's your favorite organization.
Warren (07:25):
It's my favorite.
Yeah, like I said, I don't payfor it.
So I know both Christina andKate had some issues with me
when they were on the podcasttalking about still paying and
being a member, but my companypays for it.
But I do agree.
I would not participate itvoluntarily if not the case.
That was not the case, butsince the start of the pandemic
(07:50):
we've had the great this, thegreat that, you know, the great
resignation, the great return,the great regret.
You know, whatever it is, I'mso sick of all these great
things and if you're still,three years later, using a great
something to denote HR, it'slike you know, I don't know,
doing something that was cool 10years ago and still talking
(08:11):
about it today.
You know, I don't know what.
I don't do anything cool.
So I don't have every point ofreference that passed us years
ago.
Yeah, I don't, I don't get thataspect.
But SHARM September magazineyes, I still get the paper
magazine because I want them topay to print that son of a bitch
(08:33):
out and send it to me in themail, even though it's getting a
lot thinner and thinner eachyear that they get it.
But there's the cover of theirmagazine for September of 23
reads the great compromise.
Come on, people, have someaudacity with with that, to come
(08:54):
up with something new.
Not the great this Don't usethe great.
It's nothing's great anymore.
No, it's true, nothing reallyis great anymore.
Yeah, I'm rocking my brainthinking like what could be
great.
And, yeah, there's nothing.
(09:14):
Yeah, ice cream is great.
Oh, it's fair, I'm addicted toice cream.
So, anyhow, let's see whatother rant do I have on here?
Okay, here's something, andthis is a rant that some people
(09:35):
might think it's out of jealousyor hate or something like that.
I absolutely am not jealous,but there were a lot of surveys
released on LinkedIn or I sawthem on LinkedIn for, like, hr
Loom release there Top 14 HRleaders to follow, and they do
have some great leaders on therethat I think that I do follow,
like Tim Sackett, william TenCup, suzanne Lucas they've been
(09:59):
on.
Suzanne's been on the show.
I'd listen to Tim Sackett.
I really follow a lot of whathe does and he's not cynical
hardly at all.
So you know there's there'ssome deserving a lot of people,
though I don't know.
I'm wondering what they're.
They didn't reveal theircriteria for the what they
thought the top 14 HR leaders tofollow, where I don't know
(10:20):
their criteria were.
I didn't dive too deep to findout, but I didn't know what it
is.
But on September 2nd, engagedlynever heard of released their
top 100 HR influencers to followand once again, there were some
good people on that list.
There's a whole hell of a lotthat I've never heard of.
Not that that makes a hell of adifference and not that I want
(10:43):
to be on the top HR influencersor leaders to follow lists.
As you know, that means you'regetting more solicitations.
It's your favorite, but yeah.
But the one thing I liked aboutthe Engagedly article is they
released how they came up withthe names of their the people
they do so.
This is a quote from theirwebsite Scores were based on
(11:05):
individuals, recency, frequencyand relevance in relation to
their social media presences,speaking and writing,
engagements and innovativecontribution to the field.
So these are the people thatspam the hell out of, out of
your LinkedIn and everythingelse.
But there was one name I kindof looked for on here because I
(11:27):
don't I don't particularly carefor them.
They I think they're too muchof a touchy, feely, kindergarten
fuzzy teacher or sweater typeof HR person in my.
Even though I've gone onLinkedIn and unfollowed and, you
know, hidden her posts, youknow, because so many people
shared them, I still continue tosee them.
I'm like, oh, please stop.
(11:47):
But anyways, that's.
That was the next little rant.
This is going to end up being ashorty because I don't have all
that much work to do.
Well, this isn't a rant per se.
This isn't a.
Well, it's not a rant.
It could easily turn into oneif I let it.
So John Hyman, september 29th,wrote an article and it's it's
(12:10):
awesome.
I'm actually going to readquite a bit of it.
So this employee from Costcoher name was Monica Barnett she
hurt her wrist in over a ninemonth period.
She went through the wholeinteractive process, if you want
to be technical, aboutaccommodating her injuries.
So they had.
(12:31):
They offered Monica 134different positions at Costco in
terms to help accommodate herwrist injury.
And how many of those 130, 134jobs did she take?
Zero.
They told her about an Astridapply.
(12:51):
They offered those positions,but she requested placement to
zero of those positions.
So, and then John, in his verycynical form this next paragraph
is one that's a number ofparagraphs that took the night
circuit of appeals to affirm thedismissal of Barnett's failure
to reasonably accommodate claim.
In the court's words, barnettclaims Costco refused to engage
(13:14):
in good faith, forced her toremain on medical leave and
required her to be 100% healedbefore returning to work.
These assertions areunsupported by the record.
The undisputed recorddemonstrates that Costco held
three job assessment meetings,sent Barnett 134 available open
positions over more than eightmonths and placed Barnett in an
(13:34):
optical assistant position thataccommodated her limitation.
So this is the type of thingthat gets under my skin.
Is this employee only wantedone thing?
And unlike the Chipotle examplesand the Walmart examples and
things like that, where HR, justyou know, screws the pooch 10
to ways to Tuesday, theirCostco's looks like they're
(13:58):
doing the right thing, here itis.
We're doing everything, we'rebending over backwards to
accommodate whatever risk injuryshe had and the employee is
still just has it in her mind.
I'm going to sue them.
I'm going to sue them.
And well, she tried andapparently she lost twice
because it was on appeal.
This was from the Ninth CircuitCourt of Appeal.
(14:20):
So, yeah, good luck with that.
It just irritates me whenpeople try to work the system.
I mean, whatever, I had an ohsomething that's not in my show
notes, but I saw it on Redditwhen I was looking for show
(14:40):
notes and I didn't copy andpaste it.
So I'm going to be flying offthe seat of my pants.
But season one we were talkingabout stupid interview questions
, sort of like what we weredoing a while back.
This employer and the articlehasn't changed, it's just some.
It's been refound on Reddit andrebloomed and come back to life
, and it's it made one of thoseBuzzFeed type websites which
(15:03):
made me find it and go toPatrick, found this story of a
CEO, or whatever his title is,of this organization and turn
the interview.
He would kindly offer you acoffee, tea, water, etc.
And the this was part of hisinterview process, because at
the end of the interview, if youoffered to, unless you offered
(15:25):
to take back and wash your owncup at the end he apparently
wouldn't hire you, and this hascome back to life again.
And first, I think it's a verystupid type of job interview
thing.
Not as stupid as some of thethings we we found a few weeks
ago, but it's still.
(15:48):
I don't see ever see myselfgoing back and washing the cup.
I can ask myself, hey, wherewould you like me to place this
Cop after I've finished mycoffee, tea, water, whatever it
is?
What do you want me to do withthis?
Where should I put this?
I can see myself doing that.
But, oh yeah, take it back tothe kitchen and wash it.
Okay, that's the.
I would probably end up doingit if they asked me to, if I was
(16:10):
like this is strange, but it's,this guy's getting a lot more
hate out of it and that he's ohgosh, I forget the terms they
were using that he's playingmental games and just screwing
with people and things.
Oh no, if you're a CEO company,that's what your test is to get
into the company.
Yeah, maybe you don't want towork there.
(16:32):
Who knows whatever else isgonna happen once you get in the
door.
What is he gonna stick you with?
What is he gonna make you you?
Do I it.
It makes me think I was talkingwith somebody going complete off
script, as my script is emptynow.
I was talking with somebody.
We were talking about the, themovie one of my all-time
(16:52):
absolute favorite movies theimitation game, and Alan Turing
puts a crossword puzzle in thenewspaper and says if you can
solve this, and under howevermany minutes I think it was six
minutes Contact us, because he,he, that's what he judges as
intelligence and being able todo what he needs done.
But I wanted to.
(17:15):
Manager once upon a time came upto me and said hey, could we do
something like this?
Can we?
Can we give them a test likethis?
Because we just need todemonstrate problem-solving
skills.
We don't need.
You know, some of the managersin the department are making
things too complicated.
They thought I was like oh, isadding a test, making it more or
(17:37):
less complicated.
But I think he was like he justwants to find problem-solving
skills and is what the directorwanted to.
If you can solve problems, youcan do this and I like well,
there's plenty of opportunitiesout there to find a product that
does that, but I don't think wewant to have them.
Do I just pick a randomcrossword puzzle and have them
do it in six minutes right,right, not gonna.
(17:59):
Not gonna pass the smell test onthat one.
So, wow, this this is evengonna be shorter than I thought
it was, was it not prepared?
It's just been a crazy.
Oh, I've had the craziest HRweek, the craziest.
A lot of things going on in thepersonal world.
I know you have to and it'sjust wow, haven't been able to
(18:20):
get prepared too much, so youhave any anything you want to
add to the this, to ourunexpected shorty?
Feathers (18:29):
No, Like, keep it.
Warren (18:33):
No, I don't.
Yeah, so well, that's what wewill have for today.
Be on, look out for a newepisode, hopefully next week, if
not in two weeks I'm thinkingabout going back to every other
week process again Is it is justa hell of a lot of work to get
two weeks done at it or one doneevery week.
Sometimes we do too at a time,like we're supposed to do today,
(18:53):
but we're not prepared.
So, anyhow, as all the intronow to music is underscore
orchestra, double the double.
The voice artist is AndrewCulpa and, as always, I'm Warren
, and Sometimes I talk,sometimes I don't.
Feathers (19:11):
This is fellas.
Warren (19:12):
Well, glad to have you here when I go solo it last.
Two times I've tried it.
It didn't work.
I almost did last week, but Iwas just too tired and had too
much crap going on to put out aSolo episode either way.
But either way, oh, I did notmention best practice.
Best practice do your homeworkAlways good, always be prepared
(19:34):
to your homework and we willtalk to you soon and we're
helping you survive HR one.
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
(00:25):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to JDDHR.
Warren (00:47):
Welcome to JDDHR, the podcast by two HR professionals
who want to get you through towork day by saying all the
things you're thinking.
Say them out loud.
I'm Warren and this is Feathers.
All right, so no episode lastweek.
Like I said on social media, wecelebrated HR Appreciation Day
last week way too hard, so thatdid not allow us to put a
(01:10):
recording together.
So, yay us.
Did you celebrate HRAppreciation Day as hard as we
did?
That's the question out therefor you Anyhow.
Anyhow, it's sort of funny.
Before we really get into things, looking at my show notes and
(01:31):
when I'm writing these shownotes, you can almost tell the
mood on me.
And am I more of a satirical,sarcastic mood or am I in a
complete asshole fuck the worldmood by the things I put in my
show notes?
So apparently, when puttingthis show together, I was not in
the best of mood, because thisis just.
I've got like 10 differentrants going on my show notes
(01:55):
here, from lame to silly.
But that's what we've got today.
But before we get too far, Iwant to thank our original JDHR
Rockstar, halley, for hercontinued support.
Please be like Halley andsupport us online through
Patreon or buy us a beer, followthe show notes links and do
that, but also leave us a review.
(02:15):
I did not check reviews anytime lately to see if we've
gotten any new ones.
I'll do that before our nextepisode and get that out there
if we have any.
But yeah, please send us,please leave us a review on any
of your platforms that allow it,but specifically Apple.
So anyhow, it's been a crazy,crazy couple of weeks here for
(02:39):
us.
What branch should I start withnow?
Feathers (02:42):
I see Just pick one.
Warren (02:44):
Just pick one.
Well, I shit on Gen Z a lot, solet's go ahead and shit on Gen
Z a little bit more.
So Gen Z this actually comes tome from a friend and I see this
as more of a boomer issue.
But they say in their companyit is a Gen Z year issue where
(03:08):
they talk All loud on their cellphones, their cell phone on
speaker, talking out loud likesome of the boomers.
Would you know?
You go to the grocery store andsee this 99 year old person at
somehow has a cell phone workingand they have their speaker
phone on and talking loudly toever whoever.
That's apparently a problem atmy my friends work, that they
(03:29):
were mentioning the episode thatwe talked about where we doing
etiquette trading for jen Zersand they're saying we need to do
that at our work and we need toteach them how to use their
cell phone in public, not to useit on speaker.
Really have Z does that, I know.
I haven't experienced that, but,yeah, it's not cool when a
(03:50):
boomer does it.
It's not cool in a gen Z, ordoes it?
By the way, I didn't, uh, and Ican see using your speaker.
Sometimes if you're using yourboth hands for something, you
don't have your piece or some ofthat, but if you're just
walking around randomly Talkingloudly so the whole world can
hear your conversation, I betyou that's probably part of it.
They want the drama of thewhole world being involved in
(04:11):
their conversation.
So that, thank you for that.
Oh, speaking of people we know,talking about us, I'm gonna
make a shout out to someone whoworks with my wife who said they
love our podcast.
So your challenges the right toreview, so, but thank you for
saying that she.
She went to the office for thefirst time in a million years
(04:32):
recently for an event andsomeone brought that up, so
anyhow.
So thank you, thank you.
All right, so I titled this onewhen I was writing it.
Karen on the loose.
This comes to us from my, myhometown, my, my true hometown
(04:53):
of Chesapeake, virginia, wtk,our news on September 27.
And this has nothing to do withHR.
This was me putting because Iremember I read this article and
I put it on there.
This Karen did not want to goon camera but she's very
concerned for children in thearea.
(05:13):
She told me street she calledthe police to report their
Halloween display.
The officer called lady backand said there's nothing we can
do.
The across the street neighborfrom this Halloween display said
she sees nothing wrong with it.
She says I look at it everynight, think it's just beautiful
.
I think she's done a great job.
So I know this is a podcast, nota visual medium, but if you've
(05:36):
ever seen the new thing the lastcouple years is Wrapping a body
up in like plastic bags and uselike milk jugs and then water
bottles for arms to make itshaped like that.
Well, that that's exactly whatthis person has done and hung
them by their feet, theseplastic bags that look like
they're holding a body.
She's hanging them upside downfrom her trees in the yard and I
(05:58):
I actually it's cool, it's okay, it's.
I've seen a lot worse.
I think it's Kind of lame alittle bit, but you're gonna
call the police and the TVstation to complain about this
Halloween display in yourneighborhood or wherever it is.
(06:19):
Just, oh, come on, it's for thechildren.
No, she, she's.
She's very smart.
She must have realized how dumbshe was.
Because she she didn't want togo on camera is like, yeah,
everybody's gonna Fuckingridicule, hate, mock me worse
than they already are, and myother rant about thinking about
(06:39):
this when I read it.
You're putting this on the news.
This is newsworthy for For theTV station.
What a what a slow news day.
If this is what something theycan put out there and say, hey,
here's our news for today.
This little bitch wants tocomplain about Halloween
displays in the neighborhood.
So I put on camera and say, yep, this is her.
Look at her.
Mocker, scorn or fire from herjob.
(07:02):
So, yeah, that's what I did.
Well, people, this is going onthe track of people I like to
mock, scorn and ridicule.
So one of our most favoritetargets for mocking, scorning
and ridicule is, of course,sharm.
Feathers (07:23):
It's your favorite organization.
Warren (07:25):
It's my favorite.
Yeah, like I said, I don't payfor it.
So I know both Christina andKate had some issues with me
when they were on the podcasttalking about still paying and
being a member, but my companypays for it.
But I do agree.
I would not participate itvoluntarily if not the case.
That was not the case, butsince the start of the pandemic
(07:50):
we've had the great this, thegreat that, you know, the great
resignation, the great return,the great regret.
You know, whatever it is, I'mso sick of all these great
things and if you're still,three years later, using a great
something to denote HR, it'slike you know, I don't know,
doing something that was cool 10years ago and still talking
(08:11):
about it today.
You know, I don't know what.
I don't do anything cool.
So I don't have every point ofreference that passed us years
ago.
Yeah, I don't, I don't get thataspect.
But SHARM September magazineyes, I still get the paper
magazine because I want them topay to print that son of a bitch
(08:33):
out and send it to me in themail, even though it's getting a
lot thinner and thinner eachyear that they get it.
But there's the cover of theirmagazine for September of 23
reads the great compromise.
Come on, people, have someaudacity with with that, to come
(08:54):
up with something new.
Not the great this Don't usethe great.
It's nothing's great anymore.
No, it's true, nothing reallyis great anymore.
Yeah, I'm rocking my brainthinking like what could be
great.
And, yeah, there's nothing.
(09:14):
Yeah, ice cream is great.
Oh, it's fair, I'm addicted toice cream.
So, anyhow, let's see whatother rant do I have on here?
Okay, here's something, andthis is a rant that some people
(09:35):
might think it's out of jealousyor hate or something like that.
I absolutely am not jealous,but there were a lot of surveys
released on LinkedIn or I sawthem on LinkedIn for, like, hr
Loom release there Top 14 HRleaders to follow, and they do
have some great leaders on therethat I think that I do follow,
like Tim Sackett, william TenCup, suzanne Lucas they've been
(09:59):
on.
Suzanne's been on the show.
I'd listen to Tim Sackett.
I really follow a lot of whathe does and he's not cynical
hardly at all.
So you know there's there'ssome deserving a lot of people,
though I don't know.
I'm wondering what they're.
They didn't reveal theircriteria for the what they
thought the top 14 HR leaders tofollow, where I don't know
(10:20):
their criteria were.
I didn't dive too deep to findout, but I didn't know what it
is.
But on September 2nd, engagedlynever heard of released their
top 100 HR influencers to followand once again, there were some
good people on that list.
There's a whole hell of a lotthat I've never heard of.
Not that that makes a hell of adifference and not that I want
(10:43):
to be on the top HR influencersor leaders to follow lists.
As you know, that means you'regetting more solicitations.
It's your favorite, but yeah.
But the one thing I liked aboutthe Engagedly article is they
released how they came up withthe names of their the people
they do so.
This is a quote from theirwebsite Scores were based on
(11:05):
individuals, recency, frequencyand relevance in relation to
their social media presences,speaking and writing,
engagements and innovativecontribution to the field.
So these are the people thatspam the hell out of, out of
your LinkedIn and everythingelse.
But there was one name I kindof looked for on here because I
(11:27):
don't I don't particularly carefor them.
They I think they're too muchof a touchy, feely, kindergarten
fuzzy teacher or sweater typeof HR person in my.
Even though I've gone onLinkedIn and unfollowed and, you
know, hidden her posts, youknow, because so many people
shared them, I still continue tosee them.
I'm like, oh, please stop.
(11:47):
But anyways, that's.
That was the next little rant.
This is going to end up being ashorty because I don't have all
that much work to do.
Well, this isn't a rant per se.
This isn't a.
Well, it's not a rant.
It could easily turn into oneif I let it.
So John Hyman, september 29th,wrote an article and it's it's
(12:10):
awesome.
I'm actually going to readquite a bit of it.
So this employee from Costcoher name was Monica Barnett she
hurt her wrist in over a ninemonth period.
She went through the wholeinteractive process, if you want
to be technical, aboutaccommodating her injuries.
So they had.
(12:31):
They offered Monica 134different positions at Costco in
terms to help accommodate herwrist injury.
And how many of those 130, 134jobs did she take?
Zero.
They told her about an Astridapply.
(12:51):
They offered those positions,but she requested placement to
zero of those positions.
So, and then John, in his verycynical form this next paragraph
is one that's a number ofparagraphs that took the night
circuit of appeals to affirm thedismissal of Barnett's failure
to reasonably accommodate claim.
In the court's words, barnettclaims Costco refused to engage
(13:14):
in good faith, forced her toremain on medical leave and
required her to be 100% healedbefore returning to work.
These assertions areunsupported by the record.
The undisputed recorddemonstrates that Costco held
three job assessment meetings,sent Barnett 134 available open
positions over more than eightmonths and placed Barnett in an
(13:34):
optical assistant position thataccommodated her limitation.
So this is the type of thingthat gets under my skin.
Is this employee only wantedone thing?
And unlike the Chipotle examplesand the Walmart examples and
things like that, where HR, justyou know, screws the pooch 10
to ways to Tuesday, theirCostco's looks like they're
(13:58):
doing the right thing, here itis.
We're doing everything, we'rebending over backwards to
accommodate whatever risk injuryshe had and the employee is
still just has it in her mind.
I'm going to sue them.
I'm going to sue them.
And well, she tried andapparently she lost twice
because it was on appeal.
This was from the Ninth CircuitCourt of Appeal.
(14:20):
So, yeah, good luck with that.
It just irritates me whenpeople try to work the system.
I mean, whatever, I had an ohsomething that's not in my show
notes, but I saw it on Redditwhen I was looking for show
(14:40):
notes and I didn't copy andpaste it.
So I'm going to be flying offthe seat of my pants.
But season one we were talkingabout stupid interview questions
, sort of like what we weredoing a while back.
This employer and the articlehasn't changed, it's just some.
It's been refound on Reddit andrebloomed and come back to life
, and it's it made one of thoseBuzzFeed type websites which
(15:03):
made me find it and go toPatrick, found this story of a
CEO, or whatever his title is,of this organization and turn
the interview.
He would kindly offer you acoffee, tea, water, etc.
And the this was part of hisinterview process, because at
the end of the interview, if youoffered to, unless you offered
(15:25):
to take back and wash your owncup at the end he apparently
wouldn't hire you, and this hascome back to life again.
And first, I think it's a verystupid type of job interview
thing.
Not as stupid as some of thethings we we found a few weeks
ago, but it's still.
(15:48):
I don't see ever see myselfgoing back and washing the cup.
I can ask myself, hey, wherewould you like me to place this
Cop after I've finished mycoffee, tea, water, whatever it
is?
What do you want me to do withthis?
Where should I put this?
I can see myself doing that.
But, oh yeah, take it back tothe kitchen and wash it.
Okay, that's the.
I would probably end up doingit if they asked me to, if I was
(16:10):
like this is strange, but it's,this guy's getting a lot more
hate out of it and that he's ohgosh, I forget the terms they
were using that he's playingmental games and just screwing
with people and things.
Oh no, if you're a CEO company,that's what your test is to get
into the company.
Yeah, maybe you don't want towork there.
(16:32):
Who knows whatever else isgonna happen once you get in the
door.
What is he gonna stick you with?
What is he gonna make you you?
Do I it.
It makes me think I was talkingwith somebody going complete off
script, as my script is emptynow.
I was talking with somebody.
We were talking about the, themovie one of my all-time
(16:52):
absolute favorite movies theimitation game, and Alan Turing
puts a crossword puzzle in thenewspaper and says if you can
solve this, and under howevermany minutes I think it was six
minutes Contact us, because he,he, that's what he judges as
intelligence and being able todo what he needs done.
But I wanted to.
(17:15):
Manager once upon a time came upto me and said hey, could we do
something like this?
Can we?
Can we give them a test likethis?
Because we just need todemonstrate problem-solving
skills.
We don't need.
You know, some of the managersin the department are making
things too complicated.
They thought I was like oh, isadding a test, making it more or
(17:37):
less complicated.
But I think he was like he justwants to find problem-solving
skills and is what the directorwanted to.
If you can solve problems, youcan do this and I like well,
there's plenty of opportunitiesout there to find a product that
does that, but I don't think wewant to have them.
Do I just pick a randomcrossword puzzle and have them
do it in six minutes right,right, not gonna.
(17:59):
Not gonna pass the smell test onthat one.
So, wow, this this is evengonna be shorter than I thought
it was, was it not prepared?
It's just been a crazy.
Oh, I've had the craziest HRweek, the craziest.
A lot of things going on in thepersonal world.
I know you have to and it'sjust wow, haven't been able to
(18:20):
get prepared too much, so youhave any anything you want to
add to the this, to ourunexpected shorty?
Feathers (18:29):
No, Like, keep it.
Warren (18:33):
No, I don't.
Yeah, so well, that's what wewill have for today.
Be on, look out for a newepisode, hopefully next week, if
not in two weeks I'm thinkingabout going back to every other
week process again Is it is justa hell of a lot of work to get
two weeks done at it or one doneevery week.
Sometimes we do too at a time,like we're supposed to do today,
(18:53):
but we're not prepared.
So, anyhow, as all the intronow to music is underscore
orchestra, double the double.
The voice artist is AndrewCulpa and, as always, I'm Warren
, and Sometimes I talk,sometimes I don't.
Feathers (19:11):
This is fellas.
Warren (19:12):
Well, glad to have you here when I go solo it last.
Two times I've tried it.
It didn't work.
I almost did last week, but Iwas just too tired and had too
much crap going on to put out aSolo episode either way.
But either way, oh, I did notmention best practice.
Best practice do your homeworkAlways good, always be prepared
(19:34):
to your homework and we willtalk to you soon and we're
helping you survive HR one.
What the fuck moment at a time.
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