This post, coworker doesn’t pay attention in convenes, LinkedIn’s “stay-at-home-mom” job title, and more, was originally published by Alison Green on Ask a Manager.
It’s five answers to five questions. Here we go…
1. Coworker doesn’t pay attention during meetings
A team member never pays attention during our squad finds. She sits and forms on her laptop, and if the satisfy is via Zoom, it is obvious that she is doing work while we are all discussing various issues. If you ask anything that concerns her, again it is obvious that she wasn’t listening and you have to ask her the issues to again. She is a team member, she does not report to me. My boss hasn’t immediately queried her about this, but I know it fuss him and it is quite impertinent. Other crew members find it gratifying that she is oblivious to the chat. Any suggestions on how to approach this?
If it precisely disturbs you but isn’t causing real troubles, “lets get going” since as a peer you don’t genuinely have the reputation to address it. But if it’s causing problems — and it sounds like it is if parties are having to repeat their questionss — it’s reasonable to speak to your boss and say, “Could you ask Jane to tune in more during our satisfies? She doesn’t notice when we ask her questions and we’re having to repeat things once we get her attention.”
If your boss is the passive category who won’t do anything, another option is to say at the start of the meeting, “Could we agree not work on other things while we meet? These go faster when everyone is paying attention and not agitated .”
2. Using LinkedIn’s “stay-at-home-mom” job title
I’m so strange for your take on the story that LinkedIn is adding “stay-at-home mom” and other caregiver entitles to its site. I understand the relevant principles, particularly given the draconian reality of millions of women being propagandized out of the workforce due to lack of childcare and school shutdowns in the pandemic. I’ve steered the transition from stay-at-home mom to job seeker myself( pre-pandemic ), and it was awkward at times! I’m immensely in favor of any measures that help women get a foothold once they are able/ ready to return to the workforce, and for reduce the stigma of caregiving hire divergences in general. But I wonder if LinkedIn’s move is actually helpful, or does it fall into the” well-meaning but misguided profession admonition” list?
I don’t love it. Being a stay-at-home parent doesn’t belong on your resume so I’m not sure why it should go on your LinkedIn profile, and including it can harm more than help — partly because it’s considered inappropriate to have anything be attributed to your family on your resume and partly because it gambles inviting bias( of which maids face plenty already ). That’s especially true if it seems like you’re equating parenting to work experience( as opposed to merely clarifying what you were doing during that time ), and I have concerns about this encouraging people to present it that way.
I assume the intent is to help people explain work gaps — but( a) tons of people are going to have pandemic-related breaches and( b) gaps aren’t inherently bad. You might be asked what you were doing during that time, but that’s something you can easily explain with one sentence in your flood character if you want to.
Your resume is for professional accomplishments and employment, and I don’t know that LinkedIn should be any different.
3. I’m on date apps and it’s easy to find my workplace
I have a somewhat extraordinary first name. I to come to a new metropolitan for a profession and connected some date apps to meet people. My job comes up a lot, as I am intense about what I do, but a quick google research of my first name and profession leads to my LinkedIn page and other attaches that support my workplace. I work in a public-facing field and anyone can come into my work when we are open.
I was chitchatting with one gentleman, who found out I was interested and unmatched and then sent an email to my job address that night.
I am not sure how I can stay safe while working here. I don’t want to hide what I do as I am very passionate, but working an alias first name seems kind of awkward.
Yeah, don’t continue to give out both your given name and your professing if they readily lead to that kind of identifying information.
Do you need to be as specific about what the hell are you do or can you say something that’s accurate but not as specific? For example, if you do llama midwifery consulting, can you just say ” consulting “?
Or can you use a variation of your given name, or a nickname? For illustration, if your mention is Valentina, can you go by Val until you’ve met and regulated you’re comfy with the person knowing more? I know it might feel a little sketchy to introduce yourself as Val and then later be like” actually I’m Valentina, I said Val earlier because my honour is super searchable and I didn’t know you yet” — but truly, any man who doesn’t understand why you might give that kind of precaution is inattentive to a concerning degree about security dynamics between the sexes.
4. Employer illegally classified me as a contractor for years — is it too late to do anything about it?
This has vexed me for years, and I’d love to hear your take on it.
Right out of college, I have a job writing/ editing for some niche brochures under the umbrella of the central newspaper in my country, along with 10 -1 5 other people. We cultivated as independent contractors for about two years, then we all became full employees for a few months, and then we were all laid off when the economy tanked. Thanks to your blog, I now know that I was illegally classified as an independent contractor( had mounted hours, an office to go to, utilizing the company’s rig, etc ). This clas payment me a fortune in quarterly tariffs, plus I was granted less fund when I filed for unemployment after I was laid off.
I’d love to report the company to the IRS/ Department of Labor for misclassifying its employees, but this was back in 2008 -2 010 so I believe too much period has passed. I’m not looking for restitution or anything like that; I predict I’m just irked that they were doing something so blatantly illegal and I worry that they’re still continuing this practice. Did I miss the boat on reporting them?
Unfortunately, yes. You have to file the claim within two years of the violation( or three years in the case of an employer’s intentional misdemeanour ). Your state law might have different deadlines so you could check that, but it probably won’t go back that far.
5. Hiring when we’re open to full-time or part-time
What is the best way to keep our options open for render a racket? I’m at a small nonprofit. We expect to have a full-time position accessible this summer. The slot may be hard to fill because it requires several different skill sets. We might be looking for a unicorn. I would like to post the job( with salary collection !) but feed part-time applicants to apply as well in case we decide to fill the position with a mix of 2-3 responsibility timers. What do you think of this approach? ’
You can do that! I’d lay it out very transparently in the ad — “While our predilection would be to fill this persona with one full-timer, we’re also open to hiring various part-timers to each cover a piece of this work. If you don’t have every skill listed but would be open to part-time work, satisfy apply and had pointed out that in your report letter.”
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