Hey ladies: Don't forget that you can buy your car off lease but make sure you STILL negotiate the warranty.
Credit SHEro to the Rescue!
October 25,2022 at 11:04PM UTC (Edited)
The finance guy (or gal...) wants to make commission so be sure you have that conversation upfront. Let them know you understand there is a COST and PRICE....you want to know what the COST is...
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Temp Agencies, Staffing Agencies, Headhunters, Recruiters, and All In Between
For FBG users, anyone else working with a temp or staffing agency, being placed at a job with the agency, or job seekers considering working with an agency, A Life After Layoff founder and recruiter Bryan Creeley released a new video titled:
“The Recruiter’s Job Isn’t To Help Find You [job seeker]. It’s The Other Way Around”: https://youtu.be/oBNjNqWnaAQ.
Please sincerely check it out. Mr. Creeley truthfully tells you how temp agencies and staffing firms work. Note: These agencies are not there to help you and don't care about you, the job seeker. They are there to benefit the client company since that company pays them solely for achieving and executing their staffing hiring goals and foots the bill. The agencies, in turn, are looking for people (warm bodies) to fulfill a company’s staffing needs before moving on to the next opportunity with another company. A non-profit organization I previously worked for officially admitted this truth hack in a Google review regarding the temp agencies. The temp agencies are making money off of you, the job seeker, for assignment job placements (temporary, temp-to-hire, or permanent) to fulfill a client company’s needs and obligations. They neither care about you, the job seeker, nor your career endeavors.
This video is worth checking out and is essential as some FBG users do encounter temp agencies with similar situations like the one seen here. Please do not rely on a temp agency or return to a temp agency to get a job. This concept also applies to recruiters and headhunters at all levels. They are not there to help you, the job seeker, and are using you. It’s simple as that and is the truth, and this video is from an actual recruiter who truthfully explains that.
Please share it with friends, family members, neighbors, strangers, or anyone who needs to hear this truth. Thank you, and I truly and honestly believe it will help you. Don't just take my word for it. See it and believe it for yourself. Knowledge is power. Again, thank you.
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I am a beginner in design and looking for a good website where I can find images with a good quality.
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Use of BCC
We have a DH who used BCC a lot. I know this because I will suddenly get answers on a string of emails from someone I had no idea was included in the ‘conversation’. How could I let her know that this is considered bad form? It happened yesterday and I just forwarded my answers to the person who called me (one of her supervisors). He even came in and asked me why I didn’t ‘show him this while the conversation was occurring. I explained that this DH frequently uses BCC and the downside is that everyone’s responses are not visible. This DH is NOT transparent. Everything is considered compartmentalized and on a need to know basis…even when I really need to know! Mistakes are made and communication misunderstandings occur regular because of this practice.
Any ideas on how to (or if I should) approach and let her know this practice is fairly considered impolite at best…?
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I work in a collegiate setting.
I am the only University employee and all of my coworkers are employed by the US Government. There are only two women in this group. She started a mere two weeks after I did and we've both been trying to figure out our roles and responsibilities without hand off from the prior employees.
It started out well and I thought things were good but lately she's had a bug up her butt (sorry) about "something". She's been downright rude in many things for weeks! My approach has been to walk on by and ignore the poor behavior but I've about reached the end of my patience. Nothing is a big deal but the little dings are starting to be like ant bites for irritating.
For example, one day she asked me if I knew how to get to the Parking authority. I stopped my work and brought it up on maps and printed out how to get from our building to their department. I waited 30-60 minutes and she never came back and I didn't see the point of stopping again and taking it to her office. Then she said "I'm going over to Parking." and I said "I printed you a map." She said "It's ok I'll use my phone." At which point I said "So glad I printed the map to help you." (with loads of sarcasm!) She may not have even heard it as she had breezed out the door. I just thought to myself how rude it was.
I do not want to take to superiors as I believe the two of us should be adult enough to work it out. I cannot take it to HR as she and I are covered under two different HRs and it would only complicate it.
I'd like your perspectives. 1) sit down and ask her what I did and apologize vowing never to repeat? 2) sit down and say I'm feeling hurt and puzzled, ask what/why and defend my actions (depending on what she lays out).
Is there something you'd recommend other than 1 or 2? Or should I just continue to 'be the better person' and hope it blows over?
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Fertility/pregnancy discrimination at an organization that “supports” women?
Sorry for the long post but there's a lot to outline...
I’ve been at my current organization for 4 years and have always had excellent performance reviews and have worked incredibly hard to “prove myself” in the earlier years.
I intentionally sought out my current organization for its fully remote workforce and its mission to support women in their careers - something I desperately desired in my career as I was planning on having children soon and wanted the flexibility and support that seemed guaranteed at this organization.
When I received the offer to join my current organization, they did not have a formal paid parental leave policy as most of the employees were a bit older and already had children. I was the first employee approaching their childbearing years, so as part of my offer I negotiated 3 months of paid parental leave (especially since as a small company there are no other health benefits offered).
In 2022, as my partner and I tried to expand our family, I had two subsequent miscarriages (not to mention other very difficult family issues including the prolonged hospital stay of a mentally and medically unstable family member and the death of my father in law). In short - it was an incredibly difficult year. I needed to take some away from work and went to about 60% part-time from August to December with the intention of always returning to a full-time work schedule. I still worked hard and delivered excellent results during this period.
In January 2023, I had grieved and recovered enough that I was ready to begin ramping back up, although I informed my employer that I was starting to undergo fertility treatments and still needed the flexibility for those appointments. They seemed amenable to this.
In early April 2023, two days after I returned I returned from a planned vacation, I was informed that we were in “cash conservation” mode due to the Silicon Valley Bank collapse and other economic concerns. During this discussion, what seemed like a request was made for me to consider going to 50% time and compensation. Later, it became clear that this was not in fact a request, but something I had no choice in the matter, and that there was no definitive date for when my hours and compensation could return to full-time. (And, by the way, we are hiring 2 new business development executives to try to boost revenue - no doubt my compensation cut subsidizing the base salary of these individuals). I was only 1 of 2 employees affected by this 50% decision.
For a multitude of reasons, this news of course has prompted me to start a new job search. Here’s the kicker though…I’m now 9 weeks pregnant with what seems to finally be a viable and healthy pregnancy. My previously negotiated 3 months of paid parental leave at my current organization is in limbo…I can’t afford to stay at 50% pay indefinitely, nor would it be “fair” for me to take this leave at 50% of my pay when I’ve been working full-time for the majority of my tenure. And because I’m already pregnant, my options for now obtaining paid parental leave at a new employer are threatened by the eligibility period for those benefits. So it’s hard to feel like my current employer has completely ruined any chance of collecting on a benefit I have been long anticipated using - either at my current employer or any future employer.
I realize that there are often very difficult business decisions that need to be made, and that my employer also could’ve laid me off completely instead of the 50% cut…but it’s also put me in a very difficult position…financially and in my ability to share details about my complicated employment situation with my network and prospective employers, including details I’m not quite ready to share yet about the status of my pregnancy, for fear of continued pregnancy discrimination during the hiring process.
I’m open to any and all advice on what I should do, or what I even can do.
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I have decided to leave my current position due to pressure from supervisor and director.
I don’t have another job lined up unfortunately and was looking at applying for a part time lower paying job until I find something better. I know the lower paying job might ask why am deciding to do this versus finding a higher paying job. How do I answer this question?
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