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I know that around my company, there are several people who work from home on Friday. But my manager always says that it's not possible in my role. Has anyone successfully negotiated friday's from home? or a 4-day work week? any advice?
I wanted to work from home Wednesdays for my own mental health - breaking upthe work week, change of environment, etc. My role was client-facing, so my manager was very against it, and almost slipped to say "But you don't have kids!" I talked openly with HR, and I had HR on my side to help my manager understand the long-term benefits. With HR's help, I proposed we have a 1- or 2 months trial period first to allow my manager to see whether my working from home on Wednesdays could work out. Sometimes it's just the initial knee-jerk reaction that needs to be addressed! Turned out all was ok during the trial period, and I was successful in making the work-from-home-Wednesdays a long-term thing.
This week, there were layoffs at my company - and I've been given a second department to manage. With no pay increase. Is that typical? Would a man be more likely to have gotten a raise with incremental responsibility? Do I have any leverage here?
This is a great question, and Fairygodboss will be giving a more in-depth answer in a Career article next month. You’ve recognized that there is the possibility that you could be compensated for the additional work that you’ve been assigned, and now you’ll need to determine whether you should be getting that raise. Consider comparing your salary to other similar job descriptions in your field, and then compare to similar positions in your own company, if you can. If you find that you should be paid more, be sure to ask! If you don’t make management aware that you feel undervalued, they can’t adjust your compensation and you’ll continue to become more dissatisfied with your job. If the answer is no, don’t give up! Schedule 3-month or 6-month reviews to continue to check in with your supervisors, and let them know of the outstanding work that you’re doing. Regardless of the reason that your employer may be underpaying you, it’s important to be prepared with a list of accomplishments and successes—show your employer that you enjoy your work and that you are a powerful asset, whose happiness should be a priority. Good luck, and go get ‘em.
I feel like my boss is not responsive or engaged in discussions about my career advancement. In my annual review, he was really flip - and it only lasted about 5 minutes. I really want to get promoted -- and I feel like I'm ready. Any suggestions about what I should do?
Hi everyone, I was on fmla over the summer (12 weeks). We have just received our annual merit increases and I was told my increase was pro-rated due to being out on FMLA. Our merit score is based on our annual performance reivew and meeting a list of goals that are determined at the first of the year. Prior to going out on leave, I had met all of my goals and received a positive review when I returned. I do not feel like I should be penalized for being out on FMLA. Does anyone know the laws associated with this or have any experience with this? Thanks so much!
Almost the exact same thing happened to me as well at a company that is known as a top company for working women...said company even produces formula hint hint. I had been a top performer, but the excuse that I was on fmla during a major product launch was used to give me a lower score (and thus my co-workers more) because they had been there through the long hours of the launch. Mind you, I was there to do all of the background work and support right up to the launch.
I didn't do anything because I really loved the job and prior to that really respected and liked my boss. I never felt quite the same after that though and within 18 months found another job and left.
According to this article, it appears that if you met your goal and that was the basis for the merit increase/bonus, you should have received it whether or not you were out on FMLA leave. "http://www.fmlainsights.com/fmla-faq-is-an-employer-required-to-pay-a-prorated-amount-of-annual-bonus-after-employee-takes-fmla-leave/"
Does that help? This is from an attorney's website so you might want to contact them for a free consultation...or maybe just show it to your manager / HR department and see if they will reconsider.
I’m 43 and feel out of touch with the latest social media trends. I mean, I have friends on Facebook and a LinkedIn profile but I don’t get Twitter and Instagram and Snapchat. I’m worried this will affect my chances of getting a job even though I don’t work in tech b/c I'm a marketer. Any thoughts on how social I need to be?
Hello everyone. I'm trying to attend more tech conferences in 2017 but my budget just doesn't allow for a lot of it. Every event seems to cost a lot and I'd love to attend more. Does anyone have any suggestions or ideas for what conferences to attend that are more cost-effective as well as how to get discounted tickets anywhere?
If I knew your field, I might have some conferences to recommend; but I do have some general tips:
* When you talk about your budget, I don't know if you mean work budget or personal budget. See if your company will pay!
* Look for local meet-up groups. A lot of them are about job networking, but some of them have great speakers and discussions. It's like a mini-conference close to home.
* For the conferences you can't go to, see if they are streaming some or all of their content. This is often free.
* Have you ever thought about speaking? It's a great way to attend for free, share your knowledge, and get your name out there. Someone like you who's interested in keeping on top of what's going on in your field probably has insight to contribute, too!
Just to be totally honest: I am the breadwinner in my marriage. I feel like sometimes it causes a lot of friction. I also feel resentful because my husband still wants to be the main decision maker about family/household issues. Does anyone else have the same issues?
Someone already left a great suggestion on how to help. I'm offering validation for both you and your husband that our times have no roadmaps or role models for shifting gender roles. It can be extremely confusing if you were, for instance, brought up as I was to expect the man of the house to be the provider. Well, you can own the Provider role, but reinvent it too. You & your husband can distribute your house hold tasks according to your skills, for example. I too have been the major bread winner in my house but I am a lousy bookkeeper, so my husband does that. He checks the homework, I do the cooking. He plans outings, etc. Recognize and take advantage of your husband's talents & put them to use. Good luck & be a proud Provider
Sharing power is a problem is in my marriage, too - even though my husband and I generally make about the same amount of money (and I have far superior benefits!). Saving money is a priority when he decides it is. Early on in our marriage, he would show judgement on minor purchases I made - like soap or small souvenirs when traveling. I have consistently taken the approach of encouraging him to buy the things he decides he'd like to have - since we are both working and have the money to do so.
I often have to point this out to him and he does get a little sheepish so I know he knows I am right. He grew up in a household where his dad was a Dr. and his mom stayed home - and his dad was terrible with money so he definitely has some issues.
It's difficult in my situation because I do often feel I have to justify purchases to him which I hate, and that it seems that HIS feelings towards money and purchase decisions are always the most important.
If you haven't read John Gottman's "The 7 Principles for Making Marriage Work"I highly recommend. His section on Accepting Influence was profound in its explanation and identification of power struggles. And the realization that this is common among men because they are trained by society at large to have, show, wield power made me feel much less alone. It has also given us an objective starting place for this discussion, which diffuses a lot of the tension.
Hope this helps!
I'm in a similar situation - though slightly different in the sense that I want my husband to make some decisions and take certain actions when it comes to taking care of the family but he thinks that b/c I'm the breadwinner I should be the main decision-maker about this household matters too (when all I want to do is delegate like I do at work)! In my marriage we just had to talk it all out -- like literally write down who controlled the decisions in which domains and what things were joint decisions so we weren't operating under frustrating assumptions we had about what the other person should or shouldn't do (either b/c of gender roles or b/c of what jobs we had at work and what financial means we each have).
I believe that the common day to day issues of sexism (too small to call people out on) wear women down more than the big problems. I've also seen men (who were previously oblivious) become great advocates for women when these situations were pointed out to them.
I am working on a virtual reality program, which share some of the common problems women run across, training the mind to recognize the problem. I'm looking for some of the common issues people run across. Personal experiences, research you've read, anything would be greatly appreciated! Either reply, or email: info@socialQVR.com
VR has a huge potential for remapping neural training, and I want to make sure I'm drawing from the wealth of communal knowledge, not just my own experience.
Love this idea so I'd love to contribute what I can off the top of my head (I'm not likely to remember to do it later):
-being singled out in a room or called out as the only female--the male supervisor always used a lot of flattery and made it seem really positive, but I hated it. hard to complain about because who complains about "compliments"?
This was in an engineering/manufacturing industry in the Midwest.
I just had my second child, and I'm hoping to go down to 3 days a week instead of 5 days. My boss said I'd have to take a pay cut -- so I'll only be making 60% of what I was making before. But that really doesn't seem fair to me because I know I'll be working at least some of the other days from home. Is a pay cut the only way to get a flex working arrangement? Has anyone successfully managed to reduce their hours without taking such a drastic pay cut? Thanks.
I work from home 100% of the time and I can confirm that when working from home I work more hours than I would if I were in the office (it's typical for me to do work between 10-12pm, for example). If it were me, I would discuss all the options fully before making a commitment based on 'days' alone. That is, you should set limits on hours and days, if going that route.
Otherwise you may want to consider doing longer hours on fewer days, for instance, working a 40 hour week spread across 4 days. This seems more likely in terms of your 'real work hours' and shouldn't require a pay cut.
I'd negotiate clear work-from-home hours/expectations rather than agreeing that you will only work the 3 days at home, get paid only for those 3 days, and end up working for free when at home. Discuss specific tasks and responsibilities that do not require on-site presence, and technological solutions that will enable seamless working from home (e.g. VPN or other direct connection to your office network, call forwarding from your desk phone to your mobile, a laptop fully loaded with all the software you need). I have been working from home 1 day/week since returning from maternity leave and it has been great. It saves me a commute and for some tasks that require more concentration, it is actually more effective than being in the office.
If you can provide a decent estimated minimum of the number of hours you'll be working from home I would counter offer. So, say you estimate 2 hours on each day off, that's another 10% so it wouldn't be unreasonable to say, "based on x, y & z, I know I'll be putting in a minimum of 2 hours per day from home so it seems 70% of my salary would be more appropriate". This assumes of course that your salary is for a 40 hour work week. If you work more hours than that consistently I would demonstrate that to them on paper in a few months and request an appropriate increase. Right now it is going to be based on your promise because that's all you can offer to show you'll actually put in the time. Keep track of every hour you work from home for future negotiations as well as to keep your promise. Also keep in mind that using your home as an office permits certain deductions for expenses and even part of your utilities that you may not have had before and this may help with some additional take home pay next tax season. Good luck and remember it never hurts to ask!
Before you consider taking any pay cut at all, please think carefully about how many hours you anticipate working whether at home or in the office. I've seen too many women take pro-rated salaries for working [what is, effectively] a full-time job. I've always urged my own staff coming back from maternity leave to come back and keep a detailed journal of work and hours for 4-6 weeks before discussing changing to a flexible work arrangement. If there is a need to reduce hours and pro-rate a salary based on hard evidence then that is fine - however, it is almost impossible to move in the other direction of the change is made too hastily.
How do I get a job at Apple? Every time I apply to a position I feel like my resume disappears in the "cloud".