December 13, 2023 • 35 mins
What if your boss was crowned the worst employer of the year? Imagine if the narcissistic nature of the NFL was finally penalized? That's what we're diving into for our final episode of 2023, a full-on reflection ranging from the delightful to the disgraceful. Beginning with a spirited discussion about a viral NFL celebration, we voice our thoughts on excessive displays of self-importance and the clamor for penalties. We then swap our sports hats for headphones as we share Spotify stats that demonstrate our growing listenership, and we extend our heartfelt thanks to you, our incredible supporters.
Next, brace yourself for tales of the worst employers of the year. We are appalled at the audacity of a company employing children in dangerous roles and a pizza shop owner facing labor-related charges for the mistreatment of undocumented workers. We express our resentment towards managers who prioritize their own appraisals over those of their team, before we call out an unethical firm that doesn't honor overtime payments. Join us as we emphasize the need for ethical and fair treatment of employees in the workplace.
Just when you thought it couldn't get worse, we bring you employment lawyer Jon Hyman's nominees for the worst employers of the year. Prepare for shocking tales of child labor abuse and workplace sexual harassment, as we share our take on the most outrageous and amusing culprits. Don't forget to cast your vote by December 13th to help decide who will be dubbed the worst employer of the year. As we wrap up, we also recount our favorite HR horror stories and leave you with our best practice advice. We'll be taking a break in December, but fear not, we'll return in January, refreshed and ready to bring you more enlightening, entertaining, and thought-provoking content. Stay tuned!
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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.
(00:23):
Or can I ride up my employeefor crying too much?
Welcome to our little safe zone.
Welcome to JDDHR.
Warren (00:50):
Welcome to JDDHR, to podcast by two HR professionals
who want to help you get throughyour work day by saying all the
things you are thinking, butsay them out loud.
I'm Warren.
Feathers (01:00):
And this is Feathers.
Warren (01:00):
Alrighty.
Well, it's our final episode of2023.
We're going to take the rest ofDecember off and start up
beginning sometime in the weekof January 9th.
So if you're looking forepisode from us in two weeks, it
won't be there, so we're goingto take some time.
I know Feathers is once againtraveling, galvanting around the
(01:23):
world and having some goodtimes doing that.
I don't like to sit.
Feathers (01:28):
Still, it's this fucking industry.
It makes me want to go crazyand go somewhere.
I'm back to my.
I'm back to my moniker fromearlier this year.
I mean, they're going to tellus we're off, I'm not quite my
job.
I'm leaving the country.
I'm leaving the country, yeah.
Warren (01:47):
The feds aren't supposed to hear that.
Feathers (01:49):
Yeah, exactly.
Warren (01:50):
Anyway, but I you know the Thanksgiving episode right
around there.
I gave thanks to a bunch ofy'all for your support and, as
always, we do want to thankHalle, the original JDDHR
Rockstar, and Bill, our secondPatreon contributor.
You can join them, just followthe links in the show notes.
But we also need to thank theunderscore orchestra for use of
(02:11):
the theme song Devil the Deviland Andrew Coppa our voice, our
voice.
Artists, I, if you, I do notuse Spotify.
I'm actually sort of kind ofanti Spotify in many ways, just
because the way they do thingslike they will throw ads and
JDDHR podcasts and I don't seeit done from.
But anyways, anyways.
(02:32):
But just like those who useSpotify for the music or the
podcast, they put out a thingfor podcasters about your
audience.
So I wanted I put it out on thewhole video that they gave me.
I put that on our Instagramaccount.
Check that out.
But in the end of the year,things that there were some
interesting stats I wanted toshare with everybody and also
thank yous.
(02:52):
This is just tremendous.
And one thing I was sendingfeathers off air the stats I get
from our host are not.
This is like only the secondtime in four years I've logged
on to my Spotify podcasteraccount.
The stats I get from my host donot.
I think we're doing really well, but when I see the stats that
(03:13):
Spotify says we have and I waslike whoa, we're doing really
really well.
But anyways, going over thesome of their stats, I found
interesting.
Y'all are sharing the showthrough Spotify, through direct
links, facebook and text, whichthank you very much.
That's how we're going to grow.
Now you, somebody.
(03:34):
Since the last time I checked,our rating went down from a 5.0
to a 4.6.
So I need to get some more ofy'all to put some 5.0 ratings in
there on Spotify for us.
And then they classified us asa gardener because we've seen
80% growth in listeners over thelast year, 109% growth in
(03:55):
streams, 127% growth infollowers and, speaking of
followers of the people whofollow JDDHR on Spotify, 193 of
you have us in your top 10podcasts.
139 of you have us in your topfive podcasts.
(04:17):
And get this, you'll neverbelieve this 32 people on
Spotify have us as their numberone podcast.
So thank you all 32 of you.
Feathers (04:27):
That's because I have 32 accounts.
Warren (04:30):
I put an add up on 5.0.
Feathers (04:33):
Actually I understand now why our rating went down
from 5.0 to 4.6.
They heard us sing.
Warren (04:39):
We have not received any lawsuits for loss of hearing or
emotional trauma or anythingfrom our last episode, so let's
keep it that.
Feathers (04:47):
Do we have an EAP for us?
Like is there somebody?
Andrew Quilpa (04:50):
I can talk to.
Warren (04:53):
There are no pinnipets to working here.
Is there an HR for the HR?
Never, yeah, but yeah.
But I wanted to go over.
I found that those statsinteresting.
I wanted to thank you all againbecause it has been a great
year for JDDHR and love doingthis for you.
But let's get into some realtopics.
I've got a few smaller topicsto cover before we get into the
(05:16):
meat, the heavy topic.
But you and I are both footballfans, but I don't other than
like a Super Bowl or being atsomeone's house.
I don't think I've watched apro NFL game in over five years.
If I met someone's house,they've got it on.
Sure I'll watch it.
I'm on because I turned to TV.
(05:36):
I've just really lost interestin the narcissistic brand of
football that the NFL is.
But for those of you do notknow, tariq Hill, he's a wide
receiver for Miami.
A couple of weeks ago he scoreda touchdown and he went to one
of the Miami team photographersand took the guy's cell phone
and then recorded himself doinga back flip and then he went
(06:00):
viral, all this other things.
And the photographer his name,is Kevin Fitzgibbons.
He's seen on another person'scamera jumping up and down being
all excited for it.
Well, hill was penalized forusing a prop in a celebration,
which let me tell you one of thereasons I don't like the NFL,
the narcissistic football league.
All these stupid celebrationsall the time, and they rehearse
(06:25):
these celebrations more thanthey rehearse their playbook and
things like that.
It's just all.
Look at me, look at me and Ithink if you do one of these
ridiculous celebrations, thepenalties should be no touchdown
, you go to fourth and 35 fromyour own two yard line and start
to play again, and we can endthis crap right now.
(06:48):
But anyways, nfl suspendedKevin Fitzgibbons, the
photographer.
He revoked his on field access,then he did this really moving
video on when everywhere isFacebook or Twitter, tiktok, all
those wonderful social mediasites, and you know he said he
understood the situation andbeing suspended.
(07:10):
But there's a lot more to thestory.
Brick Hill and Fitzgibbons arequote-unquote, lifelong friends,
but they say it wasn't planned.
And now you know, becauseeverything in the NFL is planned
.
Yeah, it was planned.
Now Hill says he's going to payany miswages because watching
the video, it's not like he hadto open the video, the phone up
(07:31):
and turn it to the video app andget ready.
He was ready for it.
Pretty much there.
But Hill says he's going to payFitzgibbons lost wages.
But there's even more to thestories than that.
The NFL says he hasn't beensuspended from other all field
activities, only his on-fieldpass has been revoked.
So interesting, interestingthere I.
But I agree with the NFL, youknow, if I can't think anything
(07:55):
other than this being beingpre-planned and you know two
best friends, lifelong friends,planning this out.
Yeah, next time I score in thezone, if you're in the area, I'm
going to do this.
Yeah, you know they planned itout and unfortunately it's
Fitzgibbons who suffers for itbecause they he only got a, you
know small penalty for using aprop on the field.
(08:15):
So anyway, it's crazy aboutthat.
I don't like the NFL.
Feathers (08:23):
You don't like the NFL ?
No, I, no, I've got a point ofprofessional sports.
Warren (08:30):
It's just kind of like I'm still into professional
baseball, not as much as I usedto be.
I'm trying to get into hockey.
Feathers (08:40):
No, I love me some hockey.
I will give you that I got my.
Warren (08:44):
DVR set up to record all the Carolina Hurricanes games I
want to try and get back into.
I used to like hockey.
I felt I don't know why, I justran out of time, I couldn't do
everything and things like that.
So any who?
So I got a question for you Atwhat point when you're in the
(09:08):
recruiting process think of yourdays of recruiting at what
point do you cut bait and run onan applicant?
I mean, how many red flags,especially in today's era where
hiring is hard?
There's no two ways about it.
It's hard, it's tough.
The the applicants don't makeit any easier but say, you know.
(09:28):
Okay, first, after offersaccepted, say somebody wants to
change your start date.
Okay, that happens, generallyspeaking, not a problem.
They want to change it again.
That sucks.
But okay, want to change itagain.
Okay, dude, we got to.
You know you got to.
Shit.
(09:48):
I'll get off the pot here andother red flags.
That's just a recent experienceI had where someone's pushed
their start date back threetimes on us now and I'm like, if
they're being this difficult asa pre-employee, do we have any
hope for them being a successfulemployee?
I think they're giving uswarning signs here and I'm
(10:12):
trying to say it's time to cutbait, that they don't want to do
that.
But there's all sorts of redflags that candidates give you
at the application in pre-hirestage.
Are we that desperate foremployees that we're willing to
put up with this BS?
Or I just don't know what.
Say ye?
Big sigh, big sigh.
Feathers (10:37):
You know, it's really tough when you've already made
the offer to fucking cut bait.
I mean I wish that there waslike the magic thing.
I mean I'm fine with likepushing back to your point of
start date, like maybe once,maybe twice, depending on like,
if I understand the situation,but at some point in time, yeah,
I think.
What is it?
Past behaviors indication offuture behavior.
(10:58):
So I think we're going to haveto go back to the past.
So you're coming in prettystrong right now that you're
going to suck.
Warren (11:07):
Yeah, but, like I said, I know how hard it is hiring
people and I know how it is, andI think some of these
candidates just do some of thesethings to do, you know, to see,
I don't know to be difficult, Ithink there's just difficult
human beings out there that aretrying to fuck with us a little.
So, anyways, one last.
(11:29):
I have one last rant I want toget out of my head before and I
was giving you a little taste ofthis off there before we get to
the main, the heart of thetopic, the main topic of the day
Inward views.
I'm in the in-war view processand we've had some 99.9% of our
managers do a great job within-war views, that's way too
(11:53):
high of a percentage.
98, I'll go 98.
I honestly we have 98%.
Do a really good job.
Feathers (11:59):
So what you're saying is you write them for them got
it.
Now it makes more sense,because anything over like 70%
I'm like fuck off.
Warren (12:10):
No, I, well, my, my one and a half percent are killing
me.
And yeah, reviews reviews aredue today's Tuesday.
They are due and need to befinalized and just complete.
Complete on Friday.
And, like I said, today'sTuesday, there's one manager.
(12:30):
He hasn't started any of hisemployees reviews yet.
Not even started, because Ihave, you know, the magic ticket
to the whole system.
I can see if they've started itand saved something.
Not a thing, or any of theiremployees.
Feathers (12:43):
So he does his best work under pressure.
Let them, let themprocrastinate, oh.
Warren (12:50):
This particular one.
His best work is yet to be seen.
I have my own opinions, butthis because it's always the
same managers this problemtoday's reviews, problem last
week is Employee relations andproblem last week is
documentation.
You know it's, it's just theongoing story.
But I tell you what and he's atechnophobe too, and I'm sure I
(13:13):
stopped by his office, but hewasn't there today to, hey,
let's get your reviews done, butI'll be there tomorrow.
I know he's there.
Unfortunately he's there everyWednesday for better or worse.
But he's gonna say he doesn'tknow how to do.
But here's the thing he got hisown review done.
His own review was done andcompleted.
His manager His is in the final, final stage of completeness.
(13:36):
It signed off, done, filed away, whatever.
As a manager and For my one anda half employees, I didn't touch
my own review until I had donetheirs.
I, I don't know.
I I don't feel it's right to doyour own review and Get that
(13:57):
knocked out when you haven'tdone your own employees reviews,
because that's part of being amanager.
You, you have to do youremployees reviews and that, just
that's something that piss meoff.
Managers, do your employeesreviews before you do your own.
I'm.
I wish there was a way I couldput in a System a block to that
up.
You cannot do your own reviewuntil you have completed all of
(14:17):
your your employees reviews.
I just that blows me away.
That's a little rant I had andyou know it's gonna be my
headache for the next Wednesday,thursday, friday this week.
Feathers (14:30):
So yeah, it's one example.
I'm about you, warren, isyou're just way too logical.
Mean, of course they should dotheir employees reviews first
before they do their own.
Warren (14:40):
I mean like again, stop being logical, well and if I'm
that managers manager now, Idon't manage any managers now.
Feathers (14:47):
We're getting like a little bit my manager, manager,
manager.
Warren (14:53):
Well, the one thing I love about my company no matter
who you are, you can be thelowest person in totem pole.
You're only five rungs from thepresident.
That's why I like about ourorganization, as flat as we are.
But I don't have any.
But if I was that person thatmanagers manager, I would not, I
would not do their review upand I would make note on their
review.
Why aren't your employeesreviews done already?
(15:14):
I don't know.
Anyways, that's, that's mylittle rant and it's just like
said one particular manager whoalways makes everything
difficult, you can't, you can'teven have a Employee celebration
without them making it moredifficult than than necessary.
So to our main topic of the day.
(15:35):
Unfortunately, we tried and wecouldn't get John Hyman this
year to join us.
Last two years he's joined usto talk about his Worst
employers list.
We just couldn't get theschedule to work this year.
So I want to talk about it andif you're one of those really
awesome listeners who haven'tdone your voting on the worst
employers list and this will bereleased sometime Wednesday
(15:57):
evening Maybe, because votingcloses Wednesday at 11 59 pm
Eastern time so you may stillhave a chance to vote if you're
early enough on it.
But John has limited his list awhittled down his list from ten
initial nominees to just sevenfor his worst employers of the
year Nominees, and you knowwe've covered quite a few of
(16:21):
these over the the course of theyear.
So I'm gonna go over Some ofthe highlights of these seven
and we'll and we could just talkabout each one a little bit.
Some of it will be rehashed,but the number the first one,
not number one, the firstnominee that's in the voting is
the child labor abuser.
(16:42):
So you Packer SanitationServices, the company's largest
food safety and sanitationservice, employed at least 102
children from age 13 to 17 inhazardous occupations and meat
processing facilities throughouteight states.
This included cleaningequipment such as back soles,
(17:02):
brisket soles and head splitters, and at least three children
suffered injuries whileillegally working there.
And they agreed to settle for$1.5 million in penalties.
And, okay, child labor.
(17:23):
I think kids having a job isgreat.
Maybe not in a slaughterhouse,cleaning dangerous equipment and
things like that.
That's really very close tohuman trafficking at that point,
and I think there's also somethings about not paying them
overtime or not paying themcorrectly.
I didn't put all those in mynotes here, but yeah, and then
(17:47):
the company.
Oh here's something.
When the wage and hour divisionarrived with warrants, the
adults who had recruited, hiredand supervised these children
tried to derail investigationefforts, according to NBC.
So they tried to hide evidenceof the child labor violations by
deleting digital messages.
So this is a systematic thing.
It's not just one bad managerdoing stupid things.
(18:12):
This seems systematic at thatpoint.
So, anyhow, that's nomineenumber one.
Nominee number two it's the, thetitle that the pizza shop
pressurizer.
Essentially another humantrafficking type situation
Forced labor, physical abuse ofillegal immigrants, undocumented
(18:36):
workers.
They arrested Stravus and I'mgoing to kill this Greek name
popping the owner of Stashespizza on charges of labor
related to employment ofundocumented worker, enforcing
him to work more than a decadethrough threats of deportation
coupled with physical threatsand verbal abuse.
(18:56):
And so it goes on.
Other employees of the Stashespizza told the news that they
don't believe the charges.
What has been charged againsttheir boss, steve, is beyond
shocking, beyond belief andsimply untrue, said a manager of
the pizza.
In 35 years he's worked withthe family, he says he hasn't
once encountered any Mout doingwhatsoever.
(19:17):
So you know it is, it is, youknow it's a.
It's a sad situation there.
Nominee number three I lovethese names, by the way the
defecation denier.
So an employee at let's seewhat it?
Ups warehouse.
He needed to use the restroom.
(19:38):
His immediate supervisorapproved it.
He runs into the divisionmanager on his way to the
restroom who told him he alreadyused his break and they need to
get back to work.
The employee explained theirsituation in the district
manager said walk him out rightnow.
If he doesn't return to hisworkstation, I guess if you have
to go, then you can shit inyour pants right here, right
(20:01):
where you are, and that'sexactly what the employee did.
So anyways, employee on thatone.
Yeah, yeah, if someone's got togo to the bathroom, my God just
let him go to the damn bathroom.
Feathers (20:14):
Like obviously, if there's a abuse issue like I
don't know, like that's justcoming from working in a
warehouse environment.
Just fucking let him go to thebathroom.
Warren (20:24):
By denying it, you're going to cause it.
You know I would think you say,yeah sure, go to the bathroom,
whatever They'll go, take careof business and get back on the
line or wherever they're, getback to their job.
But if you're being an assholeabout it, they're going to be
one of those people that sit onthe toilet playing on their
phone for half an hour andthings like that.
Feathers (20:45):
So usually know who this people are to.
Warren (20:48):
Yeah, let's see, we're up to one number four, the
pretend priests, and I love this, we covered this one.
Let's see here Che GibraltyIncorporated the operator of
Takaria.
Gibralty agreed to pay $140,000in back wages and damages to 35
employees Based on claims theemployer used a fake priest to
(21:12):
coerce confessions fromemployees and then use that
information to retaliate againstthem.
Oh, yeah.
Hey, I'm bringing a priest intowork.
You can confess all your sinsto the priest while you're here
at work and, yeah, what a greatbenefit to have at work.
The restaurant offeredemployees a person identified as
(21:33):
a priest to hear confessionsduring work hours.
The employee told the court.
The priest urged the workers toget out their sins and asked
employees if they'd stolen fromthe employer, had been late to
work or done any harm to theiremployer or if they had any bad
intentions to their employer.
So I got to give you know Ihate creativity.
(21:57):
That is awesome, it's stupid,but it is awesome and I love.
I love John Hyman's image here.
It's Father Guido Sarducci fromthe old 80s and so Saturday
Night Live in there.
So that added to the article.
So, yeah, let's bring in a fakepriest.
(22:20):
So good, let's hear.
I think this is number five.
Yeah, this is number five.
The headhunter we covered thisone as well.
Talking about the OregonDonation Center, the Anatomical
Gift Association of Illinois,no-transcript who came into work
(22:42):
to find dismembered heads andsage burning on his desk Right.
He'd worked there for fiveyears and he made a complaint
about the organization, aboutmishandling and poor conditions
of donated bodies.
So he reported those and ofcourse, doing something stupid
(23:05):
like this doesn't help denythose claims.
But the president of thecompany denied the accusation,
saying that handling body partsis in the job description, that
when asked where the headsaccording to the long crime,
when Wheatley asked his boss whywere their heads on his desk,
he simply responded I don't know, dale, there's a lot of strange
(23:26):
things happening.
It's like just the mostnonchalant answer.
But so I think this ishilarious.
But John Hyman, just this week,earlier this week, put out
there oh gosh, I forget the nameof the late night show just
(23:48):
covered this story on it.
Feathers (23:50):
I'm going to click on it real quick, john Oliver, I
think, or something like that.
Warren (23:55):
Yes, John Oliver yeah, covered the story last week, so
that's pretty cool.
But you know, if you give yourbody to science or something
like that and they end up justcutting off the head, putting on
someone's desk to piss them off, that definitely deserves you a
(24:15):
ranking as one of the worstemployers.
Number six the cake bossAnother story we covered earlier
.
You harass employee at work andthen they do something even
further.
Aspen Ridge property services,their operations manager, who
happens to be Hispanic, receiveda cake at his home in the shape
(24:37):
of a large chocolate penis andscrotum with the message eat a
dick on the inside of the boxcover.
It was sent by the company's HRmanager.
We know it was HR managerbecause you mistakenly left her
name on the package with theshipping address.
Then, when the employeecomplained about it, what did
they, the employee, do?
They offered him a $50 giftcard and promised an apology
(24:59):
from the HR manager, which neverhappened.
He quit superdiscrimination,harassment and the employee's
intern.
He said to allow a supervisoryemployee in a position of power,
especially one ofresponsibility of human resource
functions, to act in such ablatantly racist, harassing
(25:19):
manner towards an employee isinexcusable.
So once again, the thought hasnot crossed my mind to do
something like that, but yeah,but being that stupid and
getting caught, that'sdefinitely deserves a list.
Feathers (25:41):
And so the final that's maybe like some of you
should interview on J to HR.
Not that I want to have my nameattached to that person.
That person's pretty fuckingjaded.
I mean it might be thedefinition of a J to HR person.
Like, at least we're kind ofloving that me sometimes.
Warren (25:57):
I mean we're, you know, we went like two months with
like real shows, real HR shows.
We didn't get to two J did.
I'm going to have to see whatour download stats look like for
Colorado.
Now I'm going to have to.
Are you a listener?
You want to be on the show?
Reach out to me at feedback atJ to HRcom.
So yeah, and the 10th and finalnominee.
(26:21):
That it was his 10th nominee,but it is the final of the seven
that are up for grabs here.
John Hyman titles them thejackass in the box.
So you know.
I don't remember if we coveredthis or not.
I think I might have had it inmy show notes.
That didn't ever make it, butit's a jack in the box
(26:42):
restaurant, which was owned andoperated by East box LLC.
This manager was harassing andteen and young adult female
employees.
According to the lawsuit, therestaurant's general manager
engaged in egregious andpersistent sexual harassment
towards young female employeesfor nearly two years, including
commenting about performing sexacts with employees.
(27:04):
He even asked one female whojust suffered a miscarriage if
he's ready for him to putanother one in her and then told
another pregnant employee thathe should have been her baby's
daddy.
He offered employees to pay forsex.
Offered to pay employees forsex acts.
He secluded employees inprivate spaces such as the walk
(27:28):
in cooler back office, rubbingup against them.
And then you can't make thisshit up, master baiting in front
of a female employee when shewalked into the restroom.
So you don't want any specialspot sauce from Jack in the box.
Oh gosh, it's a whole new.
Third thing I didn't even thinkof you, jack, anyhow.
(27:50):
Wow, those are his nominees.
Feathers (27:57):
So that's why I'm just the sidekick folks.
Warren (27:59):
That's why I'm just the sidekick you don't want your
name associated with where mymind can go at times.
But so those are the nomineesand I came up with a little
matrix.
I'm going to try and find ithow I voted, because if you're
still out there wanting to vote,you can vote.
He's got a matrix style votingsystem.
(28:20):
So you vote for number one, two, three, four and it goes down
like that.
So it's an interesting system.
He's got going on Okay.
So this is the way I voted andyou can tell me what you think.
And there are some tough, toughthings to do here In terms of
this is the first category ishorribleness.
(28:42):
How, if you are truly the worstemployer.
So I put the headhunter as theworst of those employers.
It was really tough.
These were, these were toughchoices to make, but I put the
headhunter on it.
It's number one the child laboruh, abuser.
Number two pizza shop.
Number three defecation denier.
(29:04):
Number four uh, jackass in abox.
I put number five.
Number six was the cake bossand number seven was the pretend
priest.
Now, john, if you're listening,I have a suggestion.
I would like you to have asecond category to vote people
in.
In how hilarious the theoffenses.
(29:26):
So now, taking out thoserelated to human trafficking.
Child labor pizza shop.
I took those out and I put themin a condition because there
you, you can't have anythingfunny about that, that's.
You know, human humantrafficking is not funny in any
way, shape or form.
So those are out.
But I did want to make it interms of funny, so I picked the
(29:49):
funniest one, the pretend priest.
I just I love that.
Yeah, number two was the cakeboss.
Like I said, boy, I've thoughtit.
No well, I never thought aboutseeing a eat a dick cake, but I
would love to have thought that.
But now it's going to be in mymind trenched forever.
The headhunter.
Even though it's horrible, Istill gave that number three
(30:11):
defecation denier.
I kept it at number four forawfulness and hilariousness, and
then number five because theother two are jackass in the box
.
I mean harassment's awful andall that, but this is your M1A1
stereotypical harasser that justhappened to work at a jack in
the box.
So yeah, that was Hyman's listthis year.
(30:33):
He voting ends Wednesday, the14th.
I think that's they, just the14th, I don't know.
No, that's excuse me, that'sthe 13th at 11.59 PM.
So if you're hearing thisbefore that, get your votes in
and we'll see.
We'll see how they fall out.
What do you think in terms ofhorribleness?
Where would you?
What would be your horriblenumber one?
Feathers (30:56):
I mean, I don't know, I think my worst one in terms of
like not funny, but just likereally fucking kidding me, has
to be the child labor.
I mean, come on, okay, Ichanged like what a hundred
years ago.
Yeah, we're not runningsweatshops in the growing
twenties anymore, the kidsgetting injured too.
Warren (31:17):
Yeah, I can absolutely agree with that that one is that
one's.
Feathers (31:20):
That one was just really bad.
I think the most hilarious onefor me has to be the HR manager.
I mean that's.
I mean we're here for thatperson.
Maybe we shouldn't be here forthat person, I don't know, but
that's, that's pretty funny.
Warren (31:39):
They may get the award.
They may get John Hyman's awardfor worst employer.
They may get the J to the HRaward for most awesome HR.
Feathers (31:48):
Well, it's like In practice, but that's a lot of
sarcasm, lots of sarcasm.
We're not condoning that.
We quick, we're not condoningthat.
I mean, but my favorite has tobe the pretend priest.
I mean, like I couldn't even, Icouldn't even think about, like
who would do it Come up withthat idea.
(32:09):
Yeah, I mean again, they're likein a most unjaded, jaded way,
it's like they're kind ofactually my hero, Because it's
like Like, seriously, how wouldyou think of getting a fake
priest and having them askquestions about your work,
employment, I mean it's, it's,it's so brilliant, it's awful it
(32:34):
is?
Warren (32:35):
It absolutely is.
And what?
Where do you come up with anyof these ideas?
Where do you come up with this?
This stuff?
I just can't, can't, fath.
I consider myself somewhatcreative and in some ways, I
would never have come up withthe cake boss, the, the head
(32:59):
hunter I wouldn't have come upwith that.
The fake priest no, no, no, yeah, those, those are the very
special people in the world.
They missed their calling andthey went into J.
They went into boy.
They missed their calling andwent into HR.
Is what happened?
Right, it should have been alate night host or a shock jock
(33:20):
on the radio or something likethat.
Well, anyway, that is reallyall that we've got for today.
Once again, no recording in twoweeks.
We're going to start recordingagain in January.
So look for something the weekof January 8th and we'll have a
special surprise then.
And in the meantime, leave usyour comments, your reviews,
(33:42):
your feedback, check us out onsocial media.
There's still plenty ofopportunities to sponsor us on
Patreon or any of the other waysto help the podcast out.
As we get ready to get this,we'll be heading into year
number four or fifth anniversarycoming up.
So crazy, crazy, crazy, crazyout there.
(34:03):
So, as always, I'm Warren andthis is Feathers.
Oh, our best practice, don't beon John Hyman's list.
Feathers (34:13):
Well, actually, please do so we can have make fun of
you.
Warren (34:15):
Well, you know the one thing I meant to mention earlier
he only had 10 total nomineesthis year and he whittled it
down to seven.
In the past he's had like 12,15 nominees.
He's had a lot more in the past.
So you really, you know, stopgetting better, stop getting
better.
Exactly, that's your bestpractice Stop getting better,
(34:36):
stop being good.
So, as always, I'm Warren andthis is Feathers.
And we're helping you surviveHR 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.
(00:23):
Or can I ride up my employeefor crying too much?
Welcome to our little safe zone.
Welcome to JDDHR.
Warren (00:50):
Welcome to JDDHR, to podcast by two HR professionals
who want to help you get throughyour work day by saying all the
things you are thinking, butsay them out loud.
I'm Warren.
Feathers (01:00):
And this is Feathers.
Warren (01:00):
Alrighty.
Well, it's our final episode of2023.
We're going to take the rest ofDecember off and start up
beginning sometime in the weekof January 9th.
So if you're looking forepisode from us in two weeks, it
won't be there, so we're goingto take some time.
I know Feathers is once againtraveling, galvanting around the
(01:23):
world and having some goodtimes doing that.
I don't like to sit.
Feathers (01:28):
Still, it's this fucking industry.
It makes me want to go crazyand go somewhere.
I'm back to my.
I'm back to my moniker fromearlier this year.
I mean, they're going to tellus we're off, I'm not quite my
job.
I'm leaving the country.
I'm leaving the country, yeah.
Warren (01:47):
The feds aren't supposed to hear that.
Feathers (01:49):
Yeah, exactly.
Warren (01:50):
Anyway, but I you know the Thanksgiving episode right
around there.
I gave thanks to a bunch ofy'all for your support and, as
always, we do want to thankHalle, the original JDDHR
Rockstar, and Bill, our secondPatreon contributor.
You can join them, just followthe links in the show notes.
But we also need to thank theunderscore orchestra for use of
(02:11):
the theme song Devil the Deviland Andrew Coppa our voice, our
voice.
Artists, I, if you, I do notuse Spotify.
I'm actually sort of kind ofanti Spotify in many ways, just
because the way they do thingslike they will throw ads and
JDDHR podcasts and I don't seeit done from.
But anyways, anyways.
(02:32):
But just like those who useSpotify for the music or the
podcast, they put out a thingfor podcasters about your
audience.
So I wanted I put it out on thewhole video that they gave me.
I put that on our Instagramaccount.
Check that out.
But in the end of the year,things that there were some
interesting stats I wanted toshare with everybody and also
thank yous.
(02:52):
This is just tremendous.
And one thing I was sendingfeathers off air the stats I get
from our host are not.
This is like only the secondtime in four years I've logged
on to my Spotify podcasteraccount.
The stats I get from my host donot.
I think we're doing really well, but when I see the stats that
(03:13):
Spotify says we have and I waslike whoa, we're doing really
really well.
But anyways, going over thesome of their stats, I found
interesting.
Y'all are sharing the showthrough Spotify, through direct
links, facebook and text, whichthank you very much.
That's how we're going to grow.
Now you, somebody.
(03:34):
Since the last time I checked,our rating went down from a 5.0
to a 4.6.
So I need to get some more ofy'all to put some 5.0 ratings in
there on Spotify for us.
And then they classified us asa gardener because we've seen
80% growth in listeners over thelast year, 109% growth in
(03:55):
streams, 127% growth infollowers and, speaking of
followers of the people whofollow JDDHR on Spotify, 193 of
you have us in your top 10podcasts.
139 of you have us in your topfive podcasts.
(04:17):
And get this, you'll neverbelieve this 32 people on
Spotify have us as their numberone podcast.
So thank you all 32 of you.
Feathers (04:27):
That's because I have 32 accounts.
Warren (04:30):
I put an add up on 5.0.
Feathers (04:33):
Actually I understand now why our rating went down
from 5.0 to 4.6.
They heard us sing.
Warren (04:39):
We have not received any lawsuits for loss of hearing or
emotional trauma or anythingfrom our last episode, so let's
keep it that.
Feathers (04:47):
Do we have an EAP for us?
Like is there somebody?
Andrew Quilpa (04:50):
I can talk to.
Warren (04:53):
There are no pinnipets to working here.
Is there an HR for the HR?
Never, yeah, but yeah.
But I wanted to go over.
I found that those statsinteresting.
I wanted to thank you all againbecause it has been a great
year for JDDHR and love doingthis for you.
But let's get into some realtopics.
I've got a few smaller topicsto cover before we get into the
(05:16):
meat, the heavy topic.
But you and I are both footballfans, but I don't other than
like a Super Bowl or being atsomeone's house.
I don't think I've watched apro NFL game in over five years.
If I met someone's house,they've got it on.
Sure I'll watch it.
I'm on because I turned to TV.
(05:36):
I've just really lost interestin the narcissistic brand of
football that the NFL is.
But for those of you do notknow, tariq Hill, he's a wide
receiver for Miami.
A couple of weeks ago he scoreda touchdown and he went to one
of the Miami team photographersand took the guy's cell phone
and then recorded himself doinga back flip and then he went
(06:00):
viral, all this other things.
And the photographer his name,is Kevin Fitzgibbons.
He's seen on another person'scamera jumping up and down being
all excited for it.
Well, hill was penalized forusing a prop in a celebration,
which let me tell you one of thereasons I don't like the NFL,
the narcissistic football league.
All these stupid celebrationsall the time, and they rehearse
(06:25):
these celebrations more thanthey rehearse their playbook and
things like that.
It's just all.
Look at me, look at me and Ithink if you do one of these
ridiculous celebrations, thepenalties should be no touchdown
, you go to fourth and 35 fromyour own two yard line and start
to play again, and we can endthis crap right now.
(06:48):
But anyways, nfl suspendedKevin Fitzgibbons, the
photographer.
He revoked his on field access,then he did this really moving
video on when everywhere isFacebook or Twitter, tiktok, all
those wonderful social mediasites, and you know he said he
understood the situation andbeing suspended.
(07:10):
But there's a lot more to thestory.
Brick Hill and Fitzgibbons arequote-unquote, lifelong friends,
but they say it wasn't planned.
And now you know, becauseeverything in the NFL is planned
.
Yeah, it was planned.
Now Hill says he's going to payany miswages because watching
the video, it's not like he hadto open the video, the phone up
(07:31):
and turn it to the video app andget ready.
He was ready for it.
Pretty much there.
But Hill says he's going to payFitzgibbons lost wages.
But there's even more to thestories than that.
The NFL says he hasn't beensuspended from other all field
activities, only his on-fieldpass has been revoked.
So interesting, interestingthere I.
But I agree with the NFL, youknow, if I can't think anything
(07:55):
other than this being beingpre-planned and you know two
best friends, lifelong friends,planning this out.
Yeah, next time I score in thezone, if you're in the area, I'm
going to do this.
Yeah, you know they planned itout and unfortunately it's
Fitzgibbons who suffers for itbecause they he only got a, you
know small penalty for using aprop on the field.
(08:15):
So anyway, it's crazy aboutthat.
I don't like the NFL.
Feathers (08:23):
You don't like the NFL ?
No, I, no, I've got a point ofprofessional sports.
Warren (08:30):
It's just kind of like I'm still into professional
baseball, not as much as I usedto be.
I'm trying to get into hockey.
Feathers (08:40):
No, I love me some hockey.
I will give you that I got my.
Warren (08:44):
DVR set up to record all the Carolina Hurricanes games I
want to try and get back into.
I used to like hockey.
I felt I don't know why, I justran out of time, I couldn't do
everything and things like that.
So any who?
So I got a question for you Atwhat point when you're in the
(09:08):
recruiting process think of yourdays of recruiting at what
point do you cut bait and run onan applicant?
I mean, how many red flags,especially in today's era where
hiring is hard?
There's no two ways about it.
It's hard, it's tough.
The the applicants don't makeit any easier but say, you know.
(09:28):
Okay, first, after offersaccepted, say somebody wants to
change your start date.
Okay, that happens, generallyspeaking, not a problem.
They want to change it again.
That sucks.
But okay, want to change itagain.
Okay, dude, we got to.
You know you got to.
Shit.
(09:48):
I'll get off the pot here andother red flags.
That's just a recent experienceI had where someone's pushed
their start date back threetimes on us now and I'm like, if
they're being this difficult asa pre-employee, do we have any
hope for them being a successfulemployee?
I think they're giving uswarning signs here and I'm
(10:12):
trying to say it's time to cutbait, that they don't want to do
that.
But there's all sorts of redflags that candidates give you
at the application in pre-hirestage.
Are we that desperate foremployees that we're willing to
put up with this BS?
Or I just don't know what.
Say ye?
Big sigh, big sigh.
Feathers (10:37):
You know, it's really tough when you've already made
the offer to fucking cut bait.
I mean I wish that there waslike the magic thing.
I mean I'm fine with likepushing back to your point of
start date, like maybe once,maybe twice, depending on like,
if I understand the situation,but at some point in time, yeah,
I think.
What is it?
Past behaviors indication offuture behavior.
(10:58):
So I think we're going to haveto go back to the past.
So you're coming in prettystrong right now that you're
going to suck.
Warren (11:07):
Yeah, but, like I said, I know how hard it is hiring
people and I know how it is, andI think some of these
candidates just do some of thesethings to do, you know, to see,
I don't know to be difficult, Ithink there's just difficult
human beings out there that aretrying to fuck with us a little.
So, anyways, one last.
(11:29):
I have one last rant I want toget out of my head before and I
was giving you a little taste ofthis off there before we get to
the main, the heart of thetopic, the main topic of the day
Inward views.
I'm in the in-war view processand we've had some 99.9% of our
managers do a great job within-war views, that's way too
(11:53):
high of a percentage.
98, I'll go 98.
I honestly we have 98%.
Do a really good job.
Feathers (11:59):
So what you're saying is you write them for them got
it.
Now it makes more sense,because anything over like 70%
I'm like fuck off.
Warren (12:10):
No, I, well, my, my one and a half percent are killing
me.
And yeah, reviews reviews aredue today's Tuesday.
They are due and need to befinalized and just complete.
Complete on Friday.
And, like I said, today'sTuesday, there's one manager.
(12:30):
He hasn't started any of hisemployees reviews yet.
Not even started, because Ihave, you know, the magic ticket
to the whole system.
I can see if they've started itand saved something.
Not a thing, or any of theiremployees.
Feathers (12:43):
So he does his best work under pressure.
Let them, let themprocrastinate, oh.
Warren (12:50):
This particular one.
His best work is yet to be seen.
I have my own opinions, butthis because it's always the
same managers this problemtoday's reviews, problem last
week is Employee relations andproblem last week is
documentation.
You know it's, it's just theongoing story.
But I tell you what and he's atechnophobe too, and I'm sure I
(13:13):
stopped by his office, but hewasn't there today to, hey,
let's get your reviews done, butI'll be there tomorrow.
I know he's there.
Unfortunately he's there everyWednesday for better or worse.
But he's gonna say he doesn'tknow how to do.
But here's the thing he got hisown review done.
His own review was done andcompleted.
His manager His is in the final, final stage of completeness.
(13:36):
It signed off, done, filed away, whatever.
As a manager and For my one anda half employees, I didn't touch
my own review until I had donetheirs.
I, I don't know.
I I don't feel it's right to doyour own review and Get that
(13:57):
knocked out when you haven'tdone your own employees reviews,
because that's part of being amanager.
You, you have to do youremployees reviews and that, just
that's something that piss meoff.
Managers, do your employeesreviews before you do your own.
I'm.
I wish there was a way I couldput in a System a block to that
up.
You cannot do your own reviewuntil you have completed all of
(14:17):
your your employees reviews.
I just that blows me away.
That's a little rant I had andyou know it's gonna be my
headache for the next Wednesday,thursday, friday this week.
Feathers (14:30):
So yeah, it's one example.
I'm about you, warren, isyou're just way too logical.
Mean, of course they should dotheir employees reviews first
before they do their own.
Warren (14:40):
I mean like again, stop being logical, well and if I'm
that managers manager now, Idon't manage any managers now.
Feathers (14:47):
We're getting like a little bit my manager, manager,
manager.
Warren (14:53):
Well, the one thing I love about my company no matter
who you are, you can be thelowest person in totem pole.
You're only five rungs from thepresident.
That's why I like about ourorganization, as flat as we are.
But I don't have any.
But if I was that person thatmanagers manager, I would not, I
would not do their review upand I would make note on their
review.
Why aren't your employeesreviews done already?
(15:14):
I don't know.
Anyways, that's, that's mylittle rant and it's just like
said one particular manager whoalways makes everything
difficult, you can't, you can'teven have a Employee celebration
without them making it moredifficult than than necessary.
So to our main topic of the day.
(15:35):
Unfortunately, we tried and wecouldn't get John Hyman this
year to join us.
Last two years he's joined usto talk about his Worst
employers list.
We just couldn't get theschedule to work this year.
So I want to talk about it andif you're one of those really
awesome listeners who haven'tdone your voting on the worst
employers list and this will bereleased sometime Wednesday
(15:57):
evening Maybe, because votingcloses Wednesday at 11 59 pm
Eastern time so you may stillhave a chance to vote if you're
early enough on it.
But John has limited his list awhittled down his list from ten
initial nominees to just sevenfor his worst employers of the
year Nominees, and you knowwe've covered quite a few of
(16:21):
these over the the course of theyear.
So I'm gonna go over Some ofthe highlights of these seven
and we'll and we could just talkabout each one a little bit.
Some of it will be rehashed,but the number the first one,
not number one, the firstnominee that's in the voting is
the child labor abuser.
(16:42):
So you Packer SanitationServices, the company's largest
food safety and sanitationservice, employed at least 102
children from age 13 to 17 inhazardous occupations and meat
processing facilities throughouteight states.
This included cleaningequipment such as back soles,
(17:02):
brisket soles and head splitters, and at least three children
suffered injuries whileillegally working there.
And they agreed to settle for$1.5 million in penalties.
And, okay, child labor.
(17:23):
I think kids having a job isgreat.
Maybe not in a slaughterhouse,cleaning dangerous equipment and
things like that.
That's really very close tohuman trafficking at that point,
and I think there's also somethings about not paying them
overtime or not paying themcorrectly.
I didn't put all those in mynotes here, but yeah, and then
(17:47):
the company.
Oh here's something.
When the wage and hour divisionarrived with warrants, the
adults who had recruited, hiredand supervised these children
tried to derail investigationefforts, according to NBC.
So they tried to hide evidenceof the child labor violations by
deleting digital messages.
So this is a systematic thing.
It's not just one bad managerdoing stupid things.
(18:12):
This seems systematic at thatpoint.
So, anyhow, that's nomineenumber one.
Nominee number two it's the, thetitle that the pizza shop
pressurizer.
Essentially another humantrafficking type situation
Forced labor, physical abuse ofillegal immigrants, undocumented
(18:36):
workers.
They arrested Stravus and I'mgoing to kill this Greek name
popping the owner of Stashespizza on charges of labor
related to employment ofundocumented worker, enforcing
him to work more than a decadethrough threats of deportation
coupled with physical threatsand verbal abuse.
(18:56):
And so it goes on.
Other employees of the Stashespizza told the news that they
don't believe the charges.
What has been charged againsttheir boss, steve, is beyond
shocking, beyond belief andsimply untrue, said a manager of
the pizza.
In 35 years he's worked withthe family, he says he hasn't
once encountered any Mout doingwhatsoever.
(19:17):
So you know it is, it is, youknow it's a.
It's a sad situation there.
Nominee number three I lovethese names, by the way the
defecation denier.
So an employee at let's seewhat it?
Ups warehouse.
He needed to use the restroom.
(19:38):
His immediate supervisorapproved it.
He runs into the divisionmanager on his way to the
restroom who told him he alreadyused his break and they need to
get back to work.
The employee explained theirsituation in the district
manager said walk him out rightnow.
If he doesn't return to hisworkstation, I guess if you have
to go, then you can shit inyour pants right here, right
(20:01):
where you are, and that'sexactly what the employee did.
So anyways, employee on thatone.
Yeah, yeah, if someone's got togo to the bathroom, my God just
let him go to the damn bathroom.
Feathers (20:14):
Like obviously, if there's a abuse issue like I
don't know, like that's justcoming from working in a
warehouse environment.
Just fucking let him go to thebathroom.
Warren (20:24):
By denying it, you're going to cause it.
You know I would think you say,yeah sure, go to the bathroom,
whatever They'll go, take careof business and get back on the
line or wherever they're, getback to their job.
But if you're being an assholeabout it, they're going to be
one of those people that sit onthe toilet playing on their
phone for half an hour andthings like that.
Feathers (20:45):
So usually know who this people are to.
Warren (20:48):
Yeah, let's see, we're up to one number four, the
pretend priests, and I love this, we covered this one.
Let's see here Che GibraltyIncorporated the operator of
Takaria.
Gibralty agreed to pay $140,000in back wages and damages to 35
employees Based on claims theemployer used a fake priest to
(21:12):
coerce confessions fromemployees and then use that
information to retaliate againstthem.
Oh, yeah.
Hey, I'm bringing a priest intowork.
You can confess all your sinsto the priest while you're here
at work and, yeah, what a greatbenefit to have at work.
The restaurant offeredemployees a person identified as
(21:33):
a priest to hear confessionsduring work hours.
The employee told the court.
The priest urged the workers toget out their sins and asked
employees if they'd stolen fromthe employer, had been late to
work or done any harm to theiremployer or if they had any bad
intentions to their employer.
So I got to give you know Ihate creativity.
(21:57):
That is awesome, it's stupid,but it is awesome and I love.
I love John Hyman's image here.
It's Father Guido Sarducci fromthe old 80s and so Saturday
Night Live in there.
So that added to the article.
So, yeah, let's bring in a fakepriest.
(22:20):
So good, let's hear.
I think this is number five.
Yeah, this is number five.
The headhunter we covered thisone as well.
Talking about the OregonDonation Center, the Anatomical
Gift Association of Illinois,no-transcript who came into work
(22:42):
to find dismembered heads andsage burning on his desk Right.
He'd worked there for fiveyears and he made a complaint
about the organization, aboutmishandling and poor conditions
of donated bodies.
So he reported those and ofcourse, doing something stupid
(23:05):
like this doesn't help denythose claims.
But the president of thecompany denied the accusation,
saying that handling body partsis in the job description, that
when asked where the headsaccording to the long crime,
when Wheatley asked his boss whywere their heads on his desk,
he simply responded I don't know, dale, there's a lot of strange
(23:26):
things happening.
It's like just the mostnonchalant answer.
But so I think this ishilarious.
But John Hyman, just this week,earlier this week, put out
there oh gosh, I forget the nameof the late night show just
(23:48):
covered this story on it.
Feathers (23:50):
I'm going to click on it real quick, john Oliver, I
think, or something like that.
Warren (23:55):
Yes, John Oliver yeah, covered the story last week, so
that's pretty cool.
But you know, if you give yourbody to science or something
like that and they end up justcutting off the head, putting on
someone's desk to piss them off, that definitely deserves you a
(24:15):
ranking as one of the worstemployers.
Number six the cake bossAnother story we covered earlier
.
You harass employee at work andthen they do something even
further.
Aspen Ridge property services,their operations manager, who
happens to be Hispanic, receiveda cake at his home in the shape
(24:37):
of a large chocolate penis andscrotum with the message eat a
dick on the inside of the boxcover.
It was sent by the company's HRmanager.
We know it was HR managerbecause you mistakenly left her
name on the package with theshipping address.
Then, when the employeecomplained about it, what did
they, the employee, do?
They offered him a $50 giftcard and promised an apology
(24:59):
from the HR manager, which neverhappened.
He quit superdiscrimination,harassment and the employee's
intern.
He said to allow a supervisoryemployee in a position of power,
especially one ofresponsibility of human resource
functions, to act in such ablatantly racist, harassing
(25:19):
manner towards an employee isinexcusable.
So once again, the thought hasnot crossed my mind to do
something like that, but yeah,but being that stupid and
getting caught, that'sdefinitely deserves a list.
Feathers (25:41):
And so the final that's maybe like some of you
should interview on J to HR.
Not that I want to have my nameattached to that person.
That person's pretty fuckingjaded.
I mean it might be thedefinition of a J to HR person.
Like, at least we're kind ofloving that me sometimes.
Warren (25:57):
I mean we're, you know, we went like two months with
like real shows, real HR shows.
We didn't get to two J did.
I'm going to have to see whatour download stats look like for
Colorado.
Now I'm going to have to.
Are you a listener?
You want to be on the show?
Reach out to me at feedback atJ to HRcom.
So yeah, and the 10th and finalnominee.
(26:21):
That it was his 10th nominee,but it is the final of the seven
that are up for grabs here.
John Hyman titles them thejackass in the box.
So you know.
I don't remember if we coveredthis or not.
I think I might have had it inmy show notes.
That didn't ever make it, butit's a jack in the box
(26:42):
restaurant, which was owned andoperated by East box LLC.
This manager was harassing andteen and young adult female
employees.
According to the lawsuit, therestaurant's general manager
engaged in egregious andpersistent sexual harassment
towards young female employeesfor nearly two years, including
commenting about performing sexacts with employees.
(27:04):
He even asked one female whojust suffered a miscarriage if
he's ready for him to putanother one in her and then told
another pregnant employee thathe should have been her baby's
daddy.
He offered employees to pay forsex.
Offered to pay employees forsex acts.
He secluded employees inprivate spaces such as the walk
(27:28):
in cooler back office, rubbingup against them.
And then you can't make thisshit up, master baiting in front
of a female employee when shewalked into the restroom.
So you don't want any specialspot sauce from Jack in the box.
Oh gosh, it's a whole new.
Third thing I didn't even thinkof you, jack, anyhow.
(27:50):
Wow, those are his nominees.
Feathers (27:57):
So that's why I'm just the sidekick folks.
Warren (27:59):
That's why I'm just the sidekick you don't want your
name associated with where mymind can go at times.
But so those are the nomineesand I came up with a little
matrix.
I'm going to try and find ithow I voted, because if you're
still out there wanting to vote,you can vote.
He's got a matrix style votingsystem.
(28:20):
So you vote for number one, two, three, four and it goes down
like that.
So it's an interesting system.
He's got going on Okay.
So this is the way I voted andyou can tell me what you think.
And there are some tough, toughthings to do here In terms of
this is the first category ishorribleness.
(28:42):
How, if you are truly the worstemployer.
So I put the headhunter as theworst of those employers.
It was really tough.
These were, these were toughchoices to make, but I put the
headhunter on it.
It's number one the child laboruh, abuser.
Number two pizza shop.
Number three defecation denier.
(29:04):
Number four uh, jackass in abox.
I put number five.
Number six was the cake bossand number seven was the pretend
priest.
Now, john, if you're listening,I have a suggestion.
I would like you to have asecond category to vote people
in.
In how hilarious the theoffenses.
(29:26):
So now, taking out thoserelated to human trafficking.
Child labor pizza shop.
I took those out and I put themin a condition because there
you, you can't have anythingfunny about that, that's.
You know, human humantrafficking is not funny in any
way, shape or form.
So those are out.
But I did want to make it interms of funny, so I picked the
(29:49):
funniest one, the pretend priest.
I just I love that.
Yeah, number two was the cakeboss.
Like I said, boy, I've thoughtit.
No well, I never thought aboutseeing a eat a dick cake, but I
would love to have thought that.
But now it's going to be in mymind trenched forever.
The headhunter.
Even though it's horrible, Istill gave that number three
(30:11):
defecation denier.
I kept it at number four forawfulness and hilariousness, and
then number five because theother two are jackass in the box
.
I mean harassment's awful andall that, but this is your M1A1
stereotypical harasser that justhappened to work at a jack in
the box.
So yeah, that was Hyman's listthis year.
(30:33):
He voting ends Wednesday, the14th.
I think that's they, just the14th, I don't know.
No, that's excuse me, that'sthe 13th at 11.59 PM.
So if you're hearing thisbefore that, get your votes in
and we'll see.
We'll see how they fall out.
What do you think in terms ofhorribleness?
Where would you?
What would be your horriblenumber one?
Feathers (30:56):
I mean, I don't know, I think my worst one in terms of
like not funny, but just likereally fucking kidding me, has
to be the child labor.
I mean, come on, okay, Ichanged like what a hundred
years ago.
Yeah, we're not runningsweatshops in the growing
twenties anymore, the kidsgetting injured too.
Warren (31:17):
Yeah, I can absolutely agree with that that one is that
one's.
Feathers (31:20):
That one was just really bad.
I think the most hilarious onefor me has to be the HR manager.
I mean that's.
I mean we're here for thatperson.
Maybe we shouldn't be here forthat person, I don't know, but
that's, that's pretty funny.
Warren (31:39):
They may get the award.
They may get John Hyman's awardfor worst employer.
They may get the J to the HRaward for most awesome HR.
Feathers (31:48):
Well, it's like In practice, but that's a lot of
sarcasm, lots of sarcasm.
We're not condoning that.
We quick, we're not condoningthat.
I mean, but my favorite has tobe the pretend priest.
I mean, like I couldn't even, Icouldn't even think about, like
who would do it Come up withthat idea.
(32:09):
Yeah, I mean again, they're likein a most unjaded, jaded way,
it's like they're kind ofactually my hero, Because it's
like Like, seriously, how wouldyou think of getting a fake
priest and having them askquestions about your work,
employment, I mean it's, it's,it's so brilliant, it's awful it
(32:34):
is?
Warren (32:35):
It absolutely is.
And what?
Where do you come up with anyof these ideas?
Where do you come up with this?
This stuff?
I just can't, can't, fath.
I consider myself somewhatcreative and in some ways, I
would never have come up withthe cake boss, the, the head
(32:59):
hunter I wouldn't have come upwith that.
The fake priest no, no, no, yeah, those, those are the very
special people in the world.
They missed their calling andthey went into J.
They went into boy.
They missed their calling andwent into HR.
Is what happened?
Right, it should have been alate night host or a shock jock
(33:20):
on the radio or something likethat.
Well, anyway, that is reallyall that we've got for today.
Once again, no recording in twoweeks.
We're going to start recordingagain in January.
So look for something the weekof January 8th and we'll have a
special surprise then.
And in the meantime, leave usyour comments, your reviews,
(33:42):
your feedback, check us out onsocial media.
There's still plenty ofopportunities to sponsor us on
Patreon or any of the other waysto help the podcast out.
As we get ready to get this,we'll be heading into year
number four or fifth anniversarycoming up.
So crazy, crazy, crazy, crazyout there.
(34:03):
So, as always, I'm Warren andthis is Feathers.
Oh, our best practice, don't beon John Hyman's list.
Feathers (34:13):
Well, actually, please do so we can have make fun of
you.
Warren (34:15):
Well, you know the one thing I meant to mention earlier
he only had 10 total nomineesthis year and he whittled it
down to seven.
In the past he's had like 12,15 nominees.
He's had a lot more in the past.
So you really, you know, stopgetting better, stop getting
better.
Exactly, that's your bestpractice Stop getting better,
(34:36):
stop being good.
So, as always, I'm Warren andthis is Feathers.
And we're helping you surviveHR one.
What the fuck moment at a time.
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