You must separate private and professional life, and so must Josh.
BTW, not that I am defending Jessica, but in splits there may be unknown quantities, things that no-one but J & J know about. Being a good friend, you are of course entitled to privately take unreservedly the side of Josh; but, being a good professional, you should keep in mind that you ...
Your friend is overthinking this way too much.
This is a "highly skilled and ambitious software engineer?" - I think they can figure out the bathrooms for themselves. I think if there are "general announcements" about "Geek Girls" events, this person can decide for themselves if they want to attend.
I've worked with a few people over the years who ...
In the United States, employers are required to complete an I-9 form that verifies you have the legal authority to work. That form requires the employer to check your ID, and includes a list of acceptable IDs. (USCIS page on I-9)
LISTS OF ACCEPTABLE DOCUMENTS
All documents must be UNEXPIRED.
Employees may present one selection from List A or a ...
In general you should only refer people that you know are decent candidates, since their performance has an impact on your image.
In this case you have pointed out that you don't know these people, which is the right thing to do. It's up to HR now to figure out if they are good candidates or not. They should realize that you cannot vouch for their skills.
The problem with this approach is that the new employee doesn't know your organisation and doesn't know that the first 90 days are considered "special" by you.
What would you think if you started a new job and your workload was so big that it required you to work 11h/day?
Personally, I would think the organisation doesn't know what work-life balance is, ...
Most good programmers are already employed. They're taking vacation time, realistically, to come to the interview. You'd be asking them to take another vacation day to work with you (unless you plan on them doing their time-limited tasks after they put in a full day at their current employer). Then you'd be asking them to take a week of vacation to work ...
Yes, this is the right time.
At my company, people are asked this at the end of the interview process ("do you have a preferred name?"). So, we have plenty of names like Dave, Mike, Bev, etc.
I use a shortened name (ostensibly to be slightly different from an existing team member), and my shorter name is now all over the employee databases.
If the ...
Short answer: You should bring it up with your employer!
I know you said that you don't know how to raise this, but you are being sexually harassed by the customers. This is not your fault. And likely, your boss doesn't know anything about this.
The first thing you need to do is to ask for a one on one with your boss and tell them exactly what happened. ...
I wouldn't say it's normal, but that's not what you have to work with.
What I would do is give them tasks. Find things that need to be done and task them with it. Offload some of your work on them if you think they can handle it.
Train them the process your company uses to do business. All of this will be a learning experience.
Based on the tone of your ...
It's Josh's and Jessica's private business. If you can't live with this, then you need to quit. Depending on location, voluntarily leaving a job means you will not get any unemployment benefits.
And think about financial consequences if their divorce went to court, and Jessica told the court that she lost her job and income because Josh's friend went to a ...
I'm a bigender person, and I was browsing Stack Overflow when I saw this. It is 100% okay to ask a person their pronouns, and it would be disrespectful to not ask and end up using the wrong ones.
The bigender community, while very small, is exceedingly diverse, and many say that no two bigender people can agree on the exact definition of of bigender. ...
You only have anecdotal evidence for the reason behind his firing, assuming your friend is ethical enough not to leak confidential information.
Even if correct, you don't know if there are any underlying factors behind any poor performance (eg. not given enough work, consistently given work well below ability level, treated badly by seniors)
Even if ...
My boss’s philosophy is to really push people to achieve ambitious
milestones in their first 90 days.
... and the unspoken part is:
... and then we mentally set the productivity baseline for that employee by what they were able to achieve in the first 90 days.
I mean, it's already bad enough that you're giving the employee a terrible first impression ...
So, you've got a junior member of staff who has gone off on their own initiative, found an appropriate tool and is using it. Don't complain about this - a lot of teams can only wish for proactive members of staff like that. All you need to do is to say something like
Yeah, that's a common tool, we use it on a daily basis
and move on. Making any sort of ...
How do I deal with such coworkers?
Cherish them. You've found someone who not only shows initiative, wants to improve their skills and seems to to be able to find the right tools for the job, but they are even willing to share that information with their coworkers.
The question should not be "How do I deal with a coworker sharing things we already know", ...
How should I proceed?
Politely decline their offer and continue to search for a new company to work for. If the reason for requiring you to switch banks is true, this is indicative of a whole department (arguably the most important for any employee) that doesn't seem to know what they're doing. Definitely not a company worth working for.
If you have received no direction from your boss or HR regarding the onboarding process, I think it's ideal to ask your boss for a plan anytime within the first three days of the job. The fact that you've waited a week and a half isn't necessarily a problem, but I would not delay any further. You want to appear eager to get started and make an impact ...
Check out The Onboarding Checklist by Manager Tools. It‘s a free, multi-part podcast episode that tackles this exact question.
In short: Definitely no, your main focus should be making the employee as effective as possible as a part of the organization. They have already proven themselves by having been selected in a (hopefully rigorous) interview process.
When I was in my corporate job, we had this handy trick to quash people's questions that we didn't like.
Whenever, in a meeting, someone wanted to suggest something or had a new idea, we used to ask for numbers or experimental results or data to support that idea if we didn't like the idea. Most of the times this discouraged the person because getting the ...
You can, but you probably shouldn't.
People might not want to discuss this and you might not want to know the answer.
Answers that you might not want to hear include:
You were the cheapest candidate that met all our needs.
Our first choice declined our offer. You were our second choice.
Here's some facts (based on your question and observations I've made over the years):
You have the talent and inclination to teach others.
You're at a less-than senior programmer level now.
You've been given the opportunity to teach others as you do your job.
Teaching is a great way to really learn a subject.
My advice: use this as an opportunity to level ...
Go with a more 'normal' hiring process. Good employees are very wary about startups with unusual ways of doing things, most tend to 'unusual' themselves out of business (most startups fail).
What you can do is use freelancers on specific portions and then if they measure up, offer them full time positions. Then you get the benefit of watching them do ...
What should I do?
You should mind your own business and stay out of it entirely. This is between a husband and wife. (This was what HR was hinting for you to do).
If you can't, then you should advise your friend to get counseling, and probably to find a new job and quit.
All else being equal what logical reason would a business have to hire
a pregnant lady instead of discriminate against her being hired based
on her pregnancy.
You don't know for sure in any new hire's case how they will turn out over a course of time. You go with your gut a bit when hiring -- logic doesn't always play as significant a role in some cases....
I don’t work extra hours unless you pay. If it’s not important enough to pay me, then it’s not important. There are more employers out there for a good engineer, and I definitely won’t set any bad precedent in my first three months.
Tell your boss from me: Thanks, but no thanks.
Most likely a scam, especially if the company is online based. I'd review up to this point how you got the job. Did you go for an interview? Were you hired on the spot? Were all your paperwork done via email/telephone?
This scam is common. A fake company has you do what seems like work, then they "pay" you with a check with very specific instructions like ...
There's nothing rude about asking if it hasn't been discussed before.
Hey boss, I was wondering if I could get a set of keys to prevent me having to hang around outside the door? It's going to start getting cold soon!
My problem is that when I identify problems and tell the developers
how to fix them
I think you are exceeding the scope of your position, and I'm not surprised at the reaction you get. Your job is not to tell developers how to fix things. I've been in this business a long time, and I have never had a QA person tell me how to write code. But then I've ...