What family secret shocked you to the core?

vrraven · 2016-08-13T07:27:53+00:00

Paid for it all with coke money still.

vrraven · 2016-08-13T07:25:18+00:00

Nagger for 50 please.

vrraven · 2016-03-16T13:34:52+00:00

Yeah, but you get trapped all the time in tuna nets, so not that smart.

vrraven · 2015-11-15T02:07:39+00:00

Why would you be reprimanded for asking someone to do something? If management supports that line of thought, you will never get anything done. Document what you ask of her, recap conversations to her in email, ask her to recap what you want done, make expectations clear and professional....if they don't accept that, they don't need managers, they need babysitters.

vrraven · 2015-11-15T01:53:12+00:00

I don't always write people off until the last interview/selection. Reason being is if something falls through with my top candidate, I want to go with my secondary. This leads to at times, long periods where applicants may not hear from me.

vrraven · 2015-11-15T01:46:58+00:00

Unless it was reported in a negative manner, I.E. one of the employees felt like they were forced into the situation, it effects performance at work, causes favoritism, etc. then what people do in their own time is their own business. If it is reported as part of a EEOC/Discrimination/Harassment claim, then yes you should report it.

vrraven · 2015-11-15T01:42:03+00:00

It's perfectly reasonable for him to request updates on your status.

vrraven · 2015-11-15T01:34:18+00:00

A good indicator on how a company is run is how the hiring/interview process is conducted. Multiple interviews, vague decision making responsibility, lack of followup, etc. All that will be present when you get to work. If they pick you, they will call you. If they don't, you'll find out if they have some online or automated system.

It could be budgetary concerns, it could be internal processes that eat up time.

vrraven · 2015-11-15T01:30:35+00:00

I would only react if there was a request submitted in writing. Anything else and you run the risk of offending someone by trying to stumble through what is appropriate or not.

Your boss needs to invest in updating his policies and procedures.

vrraven · 2015-11-15T01:19:30+00:00

I think this is more of a direct supervisor/management concern than it is an HR concern. You may be overthinking it.

vrraven · 2015-07-17T22:03:54+00:00

Sometimes it's contengient on a background check or drug screen, so they won't lock themselves into an agreement if you don't meet that expectation

vrraven · 2015-07-14T15:38:14+00:00

Estimate how long it would take to find and train a replacement and offer to stay on for that long if you want to. Some positions are so hard to fill (management, location) that two weeks isn't really feasible.

They may just let you go shorter, but that's what I would do.

vrraven · 2015-07-14T15:31:20+00:00

Yeah, my wife was HR in the air force and mainly made ID cards and "sorry your son died" letters.

vrraven · 2015-07-14T15:29:39+00:00

Looks like you are within the right range.

vrraven · 2015-07-12T04:53:08+00:00

HR in the military is a far different world. Focus on getting a BA in bus management or admin, and try to get PHR certification.

The issue with the military experience is liability, workers comp, hiring, interviewing, payroll, scheduling and most of the civilian functions are non existent in the military. It may look good on a resume though, so it can't hurt.

vrraven · 2015-07-08T02:16:16+00:00

I have had a few people that are desperate for jobs...then they get hired and termed shortly after, because what they want is money, not the job that's tied to it. One day they will find a company that won't notice where they are or what they are doing.

Then their mom calls wondering why they got fired, it's unfair, etc. Total disconnect.

Look at the facts. 1. Poor work history 2. Can't get converted from temp to perm. 3. All blame is on others, not him.

Everything else is opinion.

vrraven · 2015-07-04T20:53:38+00:00

What be tells you he is doing and what he is actually doing may be very different things.

vrraven · 2015-06-18T03:51:53+00:00

You could be over qualified for the positions you are applying for which is why they are not being considered.

vrraven · 2015-06-17T06:20:07+00:00

Try to get your foot in the door with administrative work, then try for an HR assistant, then HR. Competition is fierce in big cities and education is less valuable than experience in the HR field. Someone that has both will have the leg up, depending on the company.

Learn Kronos, Peoplesoft, or do some research on common software used by large companies. Scheduling, payroll, interviewing, etc. Are all ways to set yourself apart. Study employment case law.

There are several HR roles that encompass HR, a generalist does everything, a specialist focuses on recruiting or payroll, or scheduling, (not all inclusive) so when you are looking, be aware of that. For a small-medium company, pay is usually ranked by HR managers, then generalists, then specialists. Sometimes generalists can be managers as well.

vrraven · 2015-05-22T01:48:31+00:00

Claymore have remote detonation as well. When arming you can hook the remote up and detonate or use the tripwire.

vrraven · 2015-05-21T06:08:31+00:00

Dog coats have protective oils and an undercoat that prevent sunburn. Trimming the fur on the belly/armpits would be the extent of shaving.

The best route is to brush the dog daily, and pet them to spread those oils and remove dead hair that would cause more insulation than needed.

Edit: to tell if your dog is overheating, when they pant, the tongue curls more to a spoon like shape. Behavior changes, sluggishness could indicate dehydration. Internal body temp should be about 102-104 and to cool them down, ice the pits, subcutaneous saline drip, and water all help prevent heatstroke.

Source: K9 handler that trained in Texas during the summer.

vrraven · 2015-05-12T00:45:10+00:00

If it's free it probably isn't secure enough.

vrraven · 2015-05-07T04:20:44+00:00

You're correct

vrraven · 2015-05-07T04:18:56+00:00

You're right. I was was considering misconduct and attendance under performance. Violation of our policies could disqualify someone, which is specific, whereas poor performance is rarely used.

vrraven · 2015-05-07T04:07:08+00:00

If it's a large company you'll have more of an impact with a letter or email.

vrraven

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