It's five answers to five questions. Here we go 1. Should employers pay if employees need an extra seat on the plane? I manage a few people who have large bodies. I am nearly positive that they don't fit in a standard coach plane seat and would require two seats in order to travel — for context, I have overheard one person saying this on the phone with an airline once and another one told me in passing. My question is, should the company foot the bill for the extra seat (or, if it's comparable fare, an upgrade to larger seats in first class) when these employees travel for business? Is this common practice?
Both are due to travel to a conference soon and I want to make sure they have the accommodations that they need. For the record, I'm hoping to get an 'if you need more space, here's what to do' policy set and just give that to everyone who travels rather than singling folks out and awkwardly inquiring about whether their body will fit in a single seat. My opinion is that it would be unethical not to make sure they are taken care of in this regard, but I have a feeling my penny-pinching (and tiny) director will push back and probably even fat-shame. Any ideas on how I can advocate for the company to pay for everyone to have the amount of space they need?
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Is this as controversial as I think it might be? It certainly shouldn't be controversial, although we live in a society that likes to fat-shame so who knows. But it's not reasonable to expect people to pay for their own business travel, which is what your director would be doing if she refuses to pay the costs of transporting these employees. And that's the way to frame it to her — 'if we're asking people to travel for business, we need to pay the full costs of that. We can't ask people to cover the travel costs involved in business travel, or tell them they'll need to take a financial loss in order to do their jobs.' We're told to take sick time but we don't have any HR just sent an email with subject line 'sick' to the entire company with no context or explanation. The entirety of the email read, 'If you are sick, please stay home.” The kicker most of us get 10 total PTO days for the year and no additional sick time.
There are also inconsistent PTO policies across the company both for people who started long ago and people who have negotiated more. It seems in very poor taste to send this knowing most of us can't afford to stay home. Is there anything I can safely say to them to suggest they revisit our sick time? I get the feeling they would be resistant to changing the policy because it would call attention to the inequality across the company. My boss is a very reasonable person and I was thinking of talking to her first, but I'm at a loss how to address it. I've had to come into work sick so many times and put off important doctors appointments due to lack of time, so had been wanting to address this anyway but this email really has me fired up. You absolutely can point out — to your boss and/or HR and/or the group of coworkers who you will hopefully convince to speak up with you — that if the company doesn't want people coming to work when they're sick, then they need to either give you actual sick leave or a far more reasonable amount of PTO.
You can point out that 10 days off a year, meant to cover both sick and vacation time, is lower than average, not competitive, and a recipe for ensuring that sick people will come to work and spread their germs around, because the company hasn't given them enough time off to be able to stay home. And you can say, 'I'm glad this came up, because it's a great opportunity to make our PTO more competitive with what other organizations do, which will not only help people be able to stay home when they're ill but will also make it easier for us to attract and retain good employees.' I got sent to a conference where I didn't belong I was recently sent to an important conference on behalf of my organization, as some higher-ups were unavailable. When I arrived, it became immediately apparent that the conference was more of an intimate meeting of some very important players in my industry. I had been planning on spending a couple of days listening to talks and taking notes. Instead I found myself in discussions where I really had nothing to contribute. The whole thing was embarrassing.
It was obvious to everyone there that I shouldn't have been sent. I decided to brush the entire experience off and try and learn as much as I could. However, in the next meeting they discussed future conferences and one of the members made a comment, prefaced with 'no offense,' that for future meetings it should be made clear what level of employee was required to attend, and if that level employee was not available, “they shouldn't just send anyone.” It was very embarrassing and upsetting to be singled out.
I wasn't under any illusions about how out of place I was, but I do know that my attendance was confirmed ahead of time with the conference leaders. How do I give feedback to my manager about this conference? I want to make it clear that in future it wouldn't be appropriate to send an employee of my level (my manager is new and wouldn't have known, this only became clear upon arrival) as I wouldn't want anyone to experience this, but I also don't want to appear ungrateful as it was supposed to be a wonderful opportunity. I also don't know whether to mention this comment that rattled me. 'It turned out the conference was really for high-level players — people there were typically CEOs and second-in-commands (or whatever — describe the roles of the people there). I figured I'd try to learn as much as I could while I was there, but during a planning meeting they made it pretty clear that they didn't want anyone to send someone at my level again. Obviously neither of us knew this before I went, but I wanted to fill you in for next year.'
I think you can just keep it factual like that and there's no need to get into the fact that you felt embarrassed and rattled, unless your manager seems to really want to dissect what happened. If she does, you can be straightforward about the the whole thing. But otherwise, I'd keep it just to the parts that are relevant for next time. By the way, since the conference leaders knew you were attending, it's possible that the person who made the remark about 'not sending just anyone' was an outlier and other people didn't feel that way. But it also sounds like you basically agreed with that assessment, and it was just the snotty phrasing that bothered you. I'd try to separate your emotions from it as much as possible and see it as just an inartful expression of what you already knew.
It makes total sense that it was embarrassing to have that said right in front of you, though! (But I promise you that in a few years, 'the time I got sent to a conference where I was completely out of place” will be an amusing story you can tell other people.) 4. Have I been doing my references wrong? I was just reading a podcast transcript, and I saw the. In your response, you note that most people use their last three managers as their references. I haven’t done that!
I always list the managers with my job information, and a phone number, and assumed I needed to have another three references on top of those managers I list with my jobs. Am I doing this wrong? I think you're talking about job applications that ask for your manager's contact info for each job that you list, right? And so you're listing managers there and then assuming that when you hand over a separate reference list, you're supposed to list different people there. You don't need to do that!
They can overlap. It's fine to list managers on your reference list who you already listed on an application. In fact, it's usually best, because usually your references should be managers. If the employer wants additional ones, they'll let you know. Listing 19 different freelance jobs on a resume I’m a couple years out of college and since then, I’ve been working as a freelancer in technical theater.
These gigs usually last two months max (some only days), and as I’m looking into getting into more steady and traditional work, I have no idea how to put this onto a traditional resume. My current resume is very much geared towards this freelance theater work and I know it won’t translate well elsewhere. How can I translate 19 jobs in one year (which is great in theater) to something others will understand?
Group them all together under one overall job heading. In other words, treat them all as one job called Theater Freelancer (or whatever title makes the most sense). Then, in your bullet points describing that work, explain the array of work you've done under that umbrella. You don't need to list out all 19 jobs; just talk about the work you've done and the achievements you've had in that broad category. And if any of those jobs were for theaters that will be particularly impressive prestigious, you can mention those specifically by having a bullet point that says something like this:. Designed lighting for productions at more than a dozen area theaters, including the Warbleworth Center for the Arts and the Stewpot Auditorium. It's five answers to five questions.
Here we go 1. Should employers pay if employees need an extra seat on the plane? I manage a few people who have large bodies. I am nearly positive that they don't fit in a standard coach plane seat and would require two seats in order to travel — for context, I have overheard one person saying this on the phone with an airline once and another one told me in passing. My question is, should the company foot the bill for the extra seat (or, if it's comparable fare, an upgrade to larger seats in first class) when these employees travel for business? Is this common practice? Both are due to travel to a conference soon and I want to make sure they have the accommodations that they need.
For the record, I'm hoping to get an 'if you need more space, here's what to do' policy set and just give that to everyone who travels rather than singling folks out and awkwardly inquiring about whether their body will fit in a single seat. My opinion is that it would be unethical not to make sure they are taken care of in this regard, but I have a feeling my penny-pinching (and tiny) director will push back and probably even fat-shame. Any ideas on how I can advocate for the company to pay for everyone to have the amount of space they need? Is this as controversial as I think it might be? It certainly shouldn't be controversial, although we live in a society that likes to fat-shame so who knows.
But it's not reasonable to expect people to pay for their own business travel, which is what your director would be doing if she refuses to pay the costs of transporting these employees. And that's the way to frame it to her — 'if we're asking people to travel for business, we need to pay the full costs of that. We can't ask people to cover the travel costs involved in business travel, or tell them they'll need to take a financial loss in order to do their jobs.' We're told to take sick time but we don't have any HR just sent an email with subject line 'sick' to the entire company with no context or explanation. The entirety of the email read, 'If you are sick, please stay home.” The kicker most of us get 10 total PTO days for the year and no additional sick time. There are also inconsistent PTO policies across the company both for people who started long ago and people who have negotiated more.
It seems in very poor taste to send this knowing most of us can't afford to stay home. Is there anything I can safely say to them to suggest they revisit our sick time? I get the feeling they would be resistant to changing the policy because it would call attention to the inequality across the company. My boss is a very reasonable person and I was thinking of talking to her first, but I'm at a loss how to address it. I've had to come into work sick so many times and put off important doctors appointments due to lack of time, so had been wanting to address this anyway but this email really has me fired up. You absolutely can point out — to your boss and/or HR and/or the group of coworkers who you will hopefully convince to speak up with you — that if the company doesn't want people coming to work when they're sick, then they need to either give you actual sick leave or a far more reasonable amount of PTO. You can point out that 10 days off a year, meant to cover both sick and vacation time, is lower than average, not competitive, and a recipe for ensuring that sick people will come to work and spread their germs around, because the company hasn't given them enough time off to be able to stay home.
And you can say, 'I'm glad this came up, because it's a great opportunity to make our PTO more competitive with what other organizations do, which will not only help people be able to stay home when they're ill but will also make it easier for us to attract and retain good employees.' I got sent to a conference where I didn't belong I was recently sent to an important conference on behalf of my organization, as some higher-ups were unavailable. When I arrived, it became immediately apparent that the conference was more of an intimate meeting of some very important players in my industry. I had been planning on spending a couple of days listening to talks and taking notes. Instead I found myself in discussions where I really had nothing to contribute. The whole thing was embarrassing.
It was obvious to everyone there that I shouldn't have been sent. I decided to brush the entire experience off and try and learn as much as I could. However, in the next meeting they discussed future conferences and one of the members made a comment, prefaced with 'no offense,' that for future meetings it should be made clear what level of employee was required to attend, and if that level employee was not available, “they shouldn't just send anyone.” It was very embarrassing and upsetting to be singled out. I wasn't under any illusions about how out of place I was, but I do know that my attendance was confirmed ahead of time with the conference leaders.
How do I give feedback to my manager about this conference? I want to make it clear that in future it wouldn't be appropriate to send an employee of my level (my manager is new and wouldn't have known, this only became clear upon arrival) as I wouldn't want anyone to experience this, but I also don't want to appear ungrateful as it was supposed to be a wonderful opportunity.
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I also don't know whether to mention this comment that rattled me. 'It turned out the conference was really for high-level players — people there were typically CEOs and second-in-commands (or whatever — describe the roles of the people there).
I figured I'd try to learn as much as I could while I was there, but during a planning meeting they made it pretty clear that they didn't want anyone to send someone at my level again. Obviously neither of us knew this before I went, but I wanted to fill you in for next year.' I think you can just keep it factual like that and there's no need to get into the fact that you felt embarrassed and rattled, unless your manager seems to really want to dissect what happened. If she does, you can be straightforward about the the whole thing.
But otherwise, I'd keep it just to the parts that are relevant for next time. By the way, since the conference leaders knew you were attending, it's possible that the person who made the remark about 'not sending just anyone' was an outlier and other people didn't feel that way.
But it also sounds like you basically agreed with that assessment, and it was just the snotty phrasing that bothered you. I'd try to separate your emotions from it as much as possible and see it as just an inartful expression of what you already knew. It makes total sense that it was embarrassing to have that said right in front of you, though! (But I promise you that in a few years, 'the time I got sent to a conference where I was completely out of place” will be an amusing story you can tell other people.) 4. Have I been doing my references wrong?
I was just reading a podcast transcript, and I saw the. In your response, you note that most people use their last three managers as their references. I haven’t done that! I always list the managers with my job information, and a phone number, and assumed I needed to have another three references on top of those managers I list with my jobs. Am I doing this wrong?
I think you're talking about job applications that ask for your manager's contact info for each job that you list, right? And so you're listing managers there and then assuming that when you hand over a separate reference list, you're supposed to list different people there. You don't need to do that! They can overlap. It's fine to list managers on your reference list who you already listed on an application. In fact, it's usually best, because usually your references should be managers.
If the employer wants additional ones, they'll let you know. Listing 19 different freelance jobs on a resume I’m a couple years out of college and since then, I’ve been working as a freelancer in technical theater. These gigs usually last two months max (some only days), and as I’m looking into getting into more steady and traditional work, I have no idea how to put this onto a traditional resume.
My current resume is very much geared towards this freelance theater work and I know it won’t translate well elsewhere. How can I translate 19 jobs in one year (which is great in theater) to something others will understand? Group them all together under one overall job heading.
In other words, treat them all as one job called Theater Freelancer (or whatever title makes the most sense). Then, in your bullet points describing that work, explain the array of work you've done under that umbrella. You don't need to list out all 19 jobs; just talk about the work you've done and the achievements you've had in that broad category. And if any of those jobs were for theaters that will be particularly impressive prestigious, you can mention those specifically by having a bullet point that says something like this:. Designed lighting for productions at more than a dozen area theaters, including the Warbleworth Center for the Arts and the Stewpot Auditorium.