83

Combination of the fact that they do not pay the same as if you opened a phone book (read: web browser) and picked a moving company to call, and the fact that they sort of count on some people costing more and some less. If they wanted to give everyone a $2000 or $5000 or whatever relocation bonus and say "This is what we can offer," which means "Use it ...


30

Am I just a bad negotiator, or is this corporate America and I need to get used to it? Would it be too persistent to call my rep again to discuss? Your new company likely already has an agreement in place with the moving company that is less costly than your estimate. If they were to make an exception for you, they may end up losing more money than simply ...


18

What would be the best way to explain that to HR in order to convince them to remove the old name? Precisely the actual reason, which you have also mentioned in the question, i.e.: She doesn't want everyone including new colleagues and clients to know than she was called John before However, the company/HR division may have some kind of internal policy ...


17

Am I just a bad negotiator The HR person may just not have the power to do what you want. In other words, a VP or the CFO could probably override such a policy, but the HR recruiter is not going to want to bother them with it. It's also possible that you tipped your hand too early and hinted that you would take the job, even before finding out about ...


13

The simplest approach is to completely ignore, not even an eye roll, anything that can be ignored. If you get an inappropriate e-mail, file it, with notes on the circumstances, but otherwise act as though you never got it. If she does something that cannot reasonably be ignored, discuss with your boss. You can frame it as asking how to deal with the issue.


12

You should be able to negotiate an exception to this rule. However you are probably going to have to make some concessions that address the concerns of HR. The problem from HRs point of view is that people know the name "John Smith", and may know him as a contact with several responsibilities. If those people look in the directory for John Smith and don't ...


10

How can we manage to tell him that family members do not work productively when he is out? You are a marketing coordinator. Unless these family members work for you or the owner asks you about it directly, it's not your job to be the company tattle tale. The owner has decided that he doesn't need to be there often, despite knowing that his family is not ...


10

In many of the cases, these documents are provided as soft-copies, and not necessarily in a printed version. In my experience, what matters is the authenticity of the document, since this is not to serve as a proper legal document per se (rather, an informational one), it really does not matter what type of material is used for a printed copy. If and ...


9

One day is too soon to be sending a formal reminder; at any time of year you should allow at least 48 hours (not including weekends) to give HR and interviewers time to consult diaries, and in late December in UK/US/Europe it is likely staff are winding down for Christmas already.


9

it seems that my company could save money this way by waiving the moving truck and instead giving me cash to just order furniture from the local Ikea You are grossly misunderstanding the purpose of the relocation benefit. This is your company offering to move your furniture not to buy you furniture if you don't currently have furniture that isn't their ...


9

The situation you describe has the potential to be quite delicate. It's good that you're interested in ensuring the business is successful and productive, but a family business can be quite challenging to manage. I would suggest that you have a frank discussion with the owner/manager, but be careful to: Listen to the owner about his/her desires for the ...


8

Do not get into this. It is likely to go badly for you. I went to schools which were absolutely full of the children of people in this situation. Many reasonably wealthy families have the problem of children who are nowhere near suited to taking over the family business. 9 times out of 10, they get given it anyway to keep the peace within the family. ...


8

I later realized that this is psychological harassment. Now that I'm aware of it. How do I deal with it in the future? I feel that your premise that this is psychological harassment is not necessarily true, although I understand that it can be frustrating. It seems more like a communication problem that was left unattended... Anyways, more important ...


8

Werent you raised to clean up after yourself? For the record, if I'm working alone very late at night and if the dishwasher is already running, I will continue to leave my mug in the sink until I can get to it before 8 am the next day. If that's a problem for you, there is no need to insult me, nor is there is any need to insult my parents, you can just ...


7

The thing about saving your company money is that it's not really your business or concern what your company spends money on, so long as your salary is being paid. If the company is big enough that they're paying your relocation, the extra $1000 or whatever that you'll "save" them by doing this relocation your way is probably so insignificant to them that ...


7

(ASSUUMING USA) SOURCE: PERSONAL EXPERIENCE I would reach out to your local Vocational Rehabilitation office for some insights, and any charities for specific groups, such as the deaf, the blind, autistic, et cetera. These people specifically can help you craft questions, as well as give you a steady stream of potential candidates, and what ...


6

having been through this recently, I feel obligated to mention three things: All (~10) people (in various fields) I know that have taken advantage of a relocation package have been taxed on the amount that they spend on moving, which they had to pay come tax season. Depending on the bracket you are in this can be a lot, 22% of 5,000 is $1,100. Although ...


6

He knows his family is not capable of keep the company moving forward, so he hired 3 new professionals, which I'm part of. It sounds like he understands this and is trying to take steps to fix it by hiring you three. Ultimately though it sounds like your job is in jeopardy since you were hired to fix this deficiency. My thought is you should sit down with ...


6

...it seems that my company could save money this way by waiving the moving truck and instead giving me cash to just order furniture from the local Ikea... Yes, but then you're spending the next few weeks buying and setting up furniture, maybe even longer if you have to send things back. As you say in a comment: I explained to HR how their package's ...


6

As a transgender woman, your friend is always in danger of discrimination. A phonebook entry "Jane (John) Smith" tells everyone in the company she is transgender. Totally different from LGB people where the name doesn't give anyone a clue. So everyone in the company who thinks he can prove his manliness or whatever by picking on a transgender woman may now ...


6

If HR is bullying you, you should absolutely not be thinking about leaving. What you should think is "f*** them, bloody idiots". I worked at one place where rumourwise no woman looking better than the female HR manager had any chance of getting a job. Since she is picking on woman younger than her, jealousy is absolutely a possibility, one that you should ...


5

How do companies take into account public health in order to improve their organizations? For example, which departments are typically responsible for creating new policies based on public health principles? HR is typically the department responsible for creating such policies.


5

You asked, what approaches should I adopt in addition to, or differently from, what's typically used so that I can maximize both fairness as well as my company's interests I think the answer to that is basically "nothing." Do nothing differently from what's typically done. In other words, follow the typical process: determine what skills you need, and ...


4

I think that one point not being addressed here, is that current employees need to know that her name has changed, in order for them (and, to some extent, her) to continue to do their jobs effectively. So, I agree with the other answers that HR should be able to bend the rule in this case, and remove the reference to the previous name in email signatures ...


3

Am I just a bad negotiator, or is this corporate America and I need to get used to it? There is a lot to unpack just in this one sentence. “Bad negotiator”? Yes, I think you are, but not quite in the sense you are thinking of. Rather, your whole approach here seems to be regarding the situation as a zero sum game where you are trying to use the leverage you ...


3

Please keep in mind that your company probably has a standardized and agreed process in place for that perk. Deviating from that process by giving you cash would probably require additional internal discussions and authorizations, which has no benefit to the HR rep. That you don't have that many expenses for your moving compared to a 4 person household (by ...


2

I'd say, find out the point of contact from the job posting, and ask the question directly to the people responsible for handling the recruitment process, whether they have a visa sponsorship or not. This will save some time and effort from both the sides to going forward with the process only to be rejected because a pre-requisite was not met, and will ...


2

I think it's perfectly fine to apply, in the worst case you'll get rejected. You don't really risk anything. However, in some situations it's less likely to get rejected: If the job and the salary allow you to get a blue card* or something similar, it shouldn't matter for the company. Well, unless they need someone who can start working right tomorrow. In ...


2

Somewhat, it depends on your location. In the US, OSHA sets out rules and regulations for safety and workplace health and I believe they do a fair amount of oversight to enforce certain health standards. Companies in the US have to abide by this. I think in most companies, the experts at meeting these standards would probably be the Facilities group/...


2

If the HR person instructed you to send them a reminder then send it the next business day.


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