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Updated:11/08/2003

LEGAL WORK NEEDED

Hi, Uncle:

My name is Lois. You may recall that I called you when you were offering $10 to individuals who called in. It was pleasant talking with you.

I wonder if you could help me with a problem I am having. I was a legal secretary who had worked for law offices for over twenty years. Due to diabetes, I lost the vision in my left eye and can no longer drive. I was therefore forced to discontinue working.

I would like to find work that I may do from home. I have only been able to find what I think are scams and not legitimate employment opportunities or which require the up-front payment of large fees. 

Would you have any suggestions as to how I may obtain legitimate appointment from home? I have use of a computer, and I am able to use the Internet.

Any assistance you may be able to give me would be very much appreciated. 

Good luck with your show!

                   ----------------------------------------   

Dear Lois,

Thanks for calling the show. I am sorry about your medical problems.

I do not argue with your assessment of the Internet's "work at home" offers as useless scams. I urge all my readers and listeners to take a trip into The Thinking Zone before investing one cent.

Uncle Jim encountered a man who invested $125,000 in one of those TV, get rich quick, Real Estate schemes. He didn't get rich. Real Estate Professionals, with decades of experience, know the business to a fine edge. I have not heard of one getting rich over night with a TV scheme.

If I were able to direct you or anyone to a sure-fire home moneymaker, I could make a fortune just selling the address.

Legal Secretaries are always in demand. They often do more legal work than their employers. Their responsibilities include phone contacts, letter drafting, and overseeing countless office functions. Isolating work that can be done at home, even online, is not common in Uncle Jim's experience base. You could call and/or present your resume to every office in the country, but you might be chasing very few rabbits in very large field.

You have a highly marketable skill and impressive experience, but you are asking the "mountain" to come to Lois. Would it not be easier to get Lois to the "mountain?" Limiting your job search to legal work you can perform at is more limiting than your medical problem.
  
Loss of sight in one eye does not automatically preclude driving. Ask your doctor if you are capable of safely operating an automobile. Public transportation and relocation should be considered.

Best of luck,

Everybody's Uncle

SENSITIVE COWORKER

Hello Uncle,
 
I am having a serious problem with an over-sensitive coworker. She has recently called my Supervisor AND Director letting them know that she is upset that our "relationship" has changed.  I really don't know what she is talking about as we didn't have a relationship outside of work.  I think she perceived a friendship that wasn't there. 

She told my supervisor that her "heart is broken" because we don't talk like we used to. I am a female and recently married.  I did invite her to the wedding, but that was before I realized how incredibly immature and over sensitive she is.  And she has absolutely no self-confidence. I'm not the only one in the office that feels this way about her. 

My supervisor suggested that she ask me to dinner or a drink after work to discuss and I know she will do that. I REALLY don't want to go, but I know I need to. Any suggestions on how I should let her know that we have a professional relationship but that is it without hurting her feelings?
(Unsigned)
                       ________________________________________            

Dear niece,

[Jimism: Never take business personally.]

Friendships can develop in any environment but take care when bonding with coworkers. Teamwork and company spirit are proper business attitudes that increase productivity and maintain pleasant work environments. Romances and personal relationships often bring expectations that interfere with the normal business routine.

Many companies have policies regarding romances and sibling employment to avoid the clash of business and social demands. Your coworker is a perfect example of the downside of bringing a personal element into the workplace. Day to day employee interplay is difficult enough without broken hearts.

"Friendships" should not be concerns of management unless they become distractions. Your coworker has already brought her concerns to management and your supervisor has addressed you.


Your coworker should not have gone to "the company" on a personal matter. Your supervisor might have been politely suggesting that both of you resolve social problems after hours.

Time to take charge.

Have that sit down with your coworker. Open the conversation with a compliment. (You invited her to your wedding, she must have something you like.} DO NOT demean, chastise or criticize her. Do you want to make her more insecure? Change the focus of the office from agreeing on her weaknesses to building her confidence.

Politely, assume the "Uncle" role. You are newly married to man with whom you invest almost all your non-working hours improving your home, bonding with family and can't fill the existing demands of friends, hobbies, you name it. In short, you are too busy to develop new ties but you look forward to a great working relationship.

Management loves problem solvers.

Tell your supervisor that you will deal with it - period. People skills are important in any business and show well on your review. This personal miscue is an opportunity for you to show leadership.

Spend time considering what is in the mind and emotion of your coworker. Focus on peaceful resolution not winning a point. Pick your words carefully. End the encounter with a big hug.

You can look good to your coworker, great to the company, and enjoy the feeling of formidability, which lasts far longer than winning a point at the expense of another. Win-win-win!        

Go niece go,

Everybody's Uncle

BROTHERS AS PARTNERS

Everybody's Uncle,


My husband and his brothers are in business together. Brother #1 is working less and taking out more money than brother #2 and #3. He is making up expense accounts for himself that are ridiculous and unfair. What is the safest way to go about terminating "brother #1" and keeping the businesses in line?

Thank you
Wife #3
                     ==================================== 

Dear Wife #3

Unless you are a principal in the business, the brothers should settle the matter among themselves. Wives usually hear a husband-weighted version of the story. There is both a business and a family on the table. This is one of those cases where you could kill two good birds with one bad stone.

There is no "safe way" to terminate brother #1. He could be capable of anything from physical violence, to a negotiated peace treaty, to a set of by-laws, a buy-out, new "stock" split, or an all-consuming war.

Try to consider #1's point of view, weigh in his emotional side, estimate his counters, and prepare dispassionate responses. The ramifications of your next move should be given serious thought with legal overview.

When sibling tempers flair, logic goes out the window and a "fight to the death often" often ensues.

Rather than try to dump #1, have an independent party examine procedures. It is easier to get a professional in than to get a brother out. After a professional review of present procedures, a set of guidelines is established for all parties. It is easier to accept uniform standards than, "Hit the Road Jack."

The subjectivity and objectivity of all parties must be weighed. The "executive" thinks his brainpower deserves more. The "salesman" believes he needs a greater expense account. The "producer" feels the other two would not exist without HIS product. And so it goes.

Partners tend to assume that profits have to be equally split. In many family partnerships, productivity is not exactly balanced. A formula for reasonable compensation is rarely considered and too complex for this forum.

If you E-mail a phone number and times to call, I will not publish your number and will call as time allows.

Here if you need me,

Everybody's Uncle   

LYING COWORKER

Hello!

I work in the administration office, and the office manager at our local office has been rude, grouchy and demeaning to me for month.  I asked her why she was so grouchy, and she made a big deal out of it to the director of our company and LIED about what I said to her.  I'm not really worried, as I believe the truth always wins out, however, I am not used to dealing with a coworker like this, and am concerned that she will lie her way through the upcoming meeting between the Director, myself and her. Do you have any advice on how to combat this, or how to confront her about her discrepancy without calling her a liar?  Please advise.

(Facing a Meeting)
                         --------------------------------------      

Dear Facing,

Perception of attitudes (rude, grouchy, and demeaning) can be subjective. The opposition could claim insubordination, laxness, indifference or anything that defends. Lying can be attributed to misunderstanding, defended by more lies, parsed to the ridiculous, denied, or defended in legalese by lawyers.

If there is no solid evidence or witnesses, lying becomes he said, she said. Judges, juries, parents, employers, directors, and all third parties have a difficult task finding truth through "smoke screens."

The elements break down this way:

Is she rude, or seemingly so because of your more genteel demeanor?
Is she grouchy, or are you sensitive?
Is she demeaning, or are you offended by critique?
Is she lying, are you falsely accusing, or is there misunderstanding.

If I were playing your hand, I would prepare positions on all of the above. Try to anticipate the arguments from the other side of the table. Avoid calling her a liar unless you have absolute proof. Have any supporting evidence ready at the meeting. Prepare your case as if your life depended upon it. The worst case scenario is to walk away saying, "I wish I would have said..."

In criminal cases proof must be beyond a reasonable doubt. In civil cases a preponderance of evidence (51% to 49%) is the guideline. Let's assume that both you and your coworker present a 50/50 case.
How does a third party draw a conclusion?

Answer: Style Points

Cases are often consciously or unconsciously decided on style points.
A screaming maniac loses to a sane and controlled opponent.
An unattractive person loses to a very attractive one.
Heavyset people are passed over.
Proper attire wins over unkempt appearance.
Tattoos and body piercing pale against classic appearance.
Name-calling yields to pleasant presentation.
Appropriate language trumps vulgarity.
The list is endless.

None of these style features change the underlying facts, but in most contests they are factors that affect parties sitting in judgement [As you are well aware, elections and criminal cases are often decided on superficiality instead of substance.]

I advise total preparation, appropriate dress, a clear and polite presentation of the facts, no name calling, minimal exchanges between you and your coworker, do not raise your voice.

WIN ALL STYLE POINTS.

Be perceived as focused, honest and in control. Even if it comes down to he said, she said. Let the other party lose her composure and display her lack of control. Most reasonable people react negatively to poor style.

Let me know how you make out.
Everybody's Uncle
  
 

Everybody's Uncle,

I work as a headhunter for a private firm in Florida and only get a commission based on people placed.  My employer gives s me a very hard time about what hours I can actually come into the office and when I am here or not. My issue with this I am not on an hourly wage and thus am a free agent essentially.  I have heard that it is illegal for a company that is paying only on commission to have required hours of work. Is this true? And what can I do about it?

Thank You,
RPS

                 ------------------------------------------------    

Dear RPS,

It is not a question of legality. It is a matter of IRS status - employee or private contractor.

There are IRS guidelines that determine employee or private contractor status. Briefly, if you are told when, where, and how to work, you may be considered an "employee."  The IRS differentiates in one of its many available booklets. They will make a determination on request or when improper classification is claimed.

Many factors are considered - who provides: a workstation, office, desk, supplies, computer, office equipment etc

When an employer sets hours he tips the scale toward employee status. When a private contractor has only one employer this also leans toward employee status.


Private contractor status has advantages for the employer:
Reduced bookkeeping
No withholdings
No Company benefits (health insurance, 401-K etc.)
No social security payments

The private contractor benefits as well:
Business related expenses are deductible - car, transportation, supplies, computer, office equipment, phone, etc. (See 1040 Schedule C). But, health insurance, retirement and Social Security must be self-paid.

Private contractor or employee status is not optional but good planning can tip the scale one way or another.

Some columns in this department will provide food for thought.

May you prosper,
Everybody's Uncle

Everybody's Uncle

I don't know if this is the right place to ask but here goes. I've only been working with my new employer four weeks. I love the job very much but I have just found out that I am pregnant. I would like to keep my job but will my employer have the right to dismiss me. I am a bit concerned as I all ready have two children to look after and I am a single parent.

(Unsigned)

                                   `````````````````````              

Dear Pregnant and Confused,

Pregnancy, ordinarily, is not cause for dismissal. However, terms of employment may include a trial or probationary period (perhaps six weeks or six months) after which permanent employment is decided.

If you have signed a "Conditions of Employment" agreement or if the company has a public policy regarding conditions of employment, please read and/or consider.

It is not likely that an employer will site pregnancy as the reason for dismissal (for fear of a lawsuit), but other factors might be sited to provide legal cover.

In all cases try to sense the mindset and priorities of other parties. How responsible do you appear to your employer? Did you seek employment for maternity benefits? What impact does your pregnancy have on the company's insurance premiums? Would it be better to bring the situation up for discussion or wait until you show?

You have to make a choice between a possible legal finesse and an honest discussion with the employer.

Good luck,

Everybody's Uncle

Everybody's Uncle,

I stupidly used my company phone to make long distance phone calls and now I am feeling really guilty. Should I confess or should I wait for them to come to me?  When they do come to me - what do I say? I know it was wrong, I don't know why I chose to put myself in this situation. Can you help me handle this as professionally as I can?

Unsigned

                       ```````````````````````````````````````
Unsigned,

You should confess as soon as possible. There is an ethical difference between admitting a minor breach of rules, and trying to get away with it. The former remorsefully acknowledges the trespass. The "guilty plea" should be accompanied by an apology and statement that there will be no further unauthorized phone use. Offer payment for your phone calls.

Reasonable employers recognize different levels of impropriety. Your offence is not a felony, rather a lapse of judgement. Approach the appropriate individual and just "come clean."

Think of it this way: You will be caught anyway. Why not salvage some honor points by making the first move.

Good luck,
Everybody's Uncle

Everybody's uncle:

On writing non-fiction. What is the rule of thumb on how to use/quote of author's work when writing non-fiction/historical?


Marc Tiley, London

                               ~~~~~~~~~~~~~~~~~~ 

Marc,

Easy thumb rule: Put yourself in the place of the party you are quoting. Am I sited for my brilliance or utilized without consent or acknowledgement?

Authors love to be quoted but want credit for their work.

Acknowledging the source of a theory, conclusion, analysis, study, any statement or work of a person or entity is in order.

The fair usage principle recognizes gray areas. Statements of unchallenged, widely recorded, common knowledge items of history do not require acknowledgment. 

A simple one-line excerpt may require a courteous note of source.

Revamping characters and plots presented as your own invites a lawsuit.

Use of logos, names, music and all protected material for profit or otherwise, without consent, is prohibited.

Compilations of the works of others or lengthy passages should be scrutinized and permission sort before employment in your work. 

When in doubt, contact a publisher or do some due diligence research in the library.

 
Best wishes for a best seller,

Everybody's uncle
 

______________________________________________________________

"Uncle" Jim:

It seems that it's difficult for an "over 50" person to land a job today, that is, a job which pays that person what he or she is truly worth. Why are so many companies trying to short-change people? Any job hunting advice you might be able to share on your show on Jukebox Radio?

I'll be listening!

Bob Brady
Waldwick, NJ
                             ----------------------------------------------------------------------

It is difficult for many reasons:

High Insurance Premiums: Older people, especially those with existing conditions or a recent history of medical expenses, can cost a company 7-8-900 dollars or more per month. This is part of the employee's "package."

There is also a concern about ability and dependability. Can the older employee handle the stress, or will he call in sick because he is tired?

High salary expectations: We all like to think that our current salary is just a rung on the ladder to a higher pay level. This is not always the case. Companies give annual increases to hold workers with proven track records. But at some point reality sets in. The older employee often costs two or three times the compensation required for a younger worker. Maybe one young worker can not replace an experienced old hand, but two or three eager beavers -- something for employers to think about.

Sometimes younger employers do not realize the value of the experience of the older worker. They may not relate to the previous generation. They may not want to have a father figure around.

Will the old dog be willing to learn new tricks? Some older applicants are not as trainable as those chomping at the bit for a chance to prove themselves. Some entry-level applicants wisely consider the training and experience of a strong company a part of their compensation and a handsome addition to their resume.

 Positives for the older worker;

Many have well-rounded educations, plus experience and ethics not common in many of today's younger people.

Family roots, economic confinements, or location comfort may keep the older employee in the area. With young mobile people, 5 to 10 years is a long time in one house or area.

Older workers quickly realize that employment does not come easy after fifty. They are not used to being unemployed and find it emotionally unsettling. They tend to appreciate a new job opportunity and can often be bought at a bargain price.

Fight the tendency to take the first thing that comes along. Don't "sell" yourself too cheaply. You will be wondering about changing jobs again if something better comes along. [See other posts regarding when to change employers.]

Older employers often have had only one job in their life. Is loyalty worth nothing?

Rules for seeking a new job:

Be sure you are applying for a position you can fill. If you want to command a salary, enumerate credentials, show expertise in your field, state your particular job skill or classification.

Prepare a strong resume. Use a service if necessary.

Employment agencies and headhunters can be helpful, especially for higher paid positions.

Be appearance conscious - when in doubt look like the interviewer. This is no time to wear a suit from your mohair collection. Younger people violate this guideline with a dozen earrings, six body piercings and a collage of tattoos. A neat, clean, appropriate appearance can make the difference.

Job skills including basic math, communication, and computer literacy are a must. Compatibility with co-workers is an often-overlooked positive.

Any recently completed training shows an ability to learn.

Flexibility in assignments helps your marketability but don't take on something you cannot handle. If your resume states experience, be able to prove it. 

 You ask, "Why are so many companies trying to short-change people?"
[Thinking Tool: "Fairness is in the mind of the recipient." The employer and employee have opposite perspectives.]

They aren't! They are simply marching to the market. They are trying to fill a position at the lowest cost.

Who is to say what a person is truly worth?

There is no independent authority that weighs youth against experience, decades of experience against youthful ambition. The market has the final word.

For the older employment seeker:

Memorize your strong points and present them as part of your resume and interview.
Don't dwell on your weaknesses but do not lie about your abilities.

The thinking zone provides proof that the market is not trying to short change anyone. Uncle Jim provides a non-vulgar, low commercial density, decades of experience radio show that teaches the thinking process. Sponsors are not beating down the door to advertise on the show.

Is that because they want to short change Uncle Jim? No. The show has to prove itself in the market place. If it does, the market will respond.


Recap:
Have reasonable expectations about your worth in today's market.
Focus your resume and interviews on your strong points.
When confronted with objections or challenges, stress your ability to learn and adjust.
Make a great personal appearance, don't smoke, fidget, bite nails, or engage in any other inappropriate nervous behavior.
While you out of work: exercise, eat healthfully, drop unflattering pounds and pay attention to personal grooming. Look good! Like it or not, fair or not - looks are a factor.
Keep a pleasant demeanor. Even if you are lacking in some areas -- win the style points. "Likeability" does not show well on a resume but shines in an interview.


Uncle Jim

Everybody's Uncle

I am a 51-year-old sales professional and have been with my employer for 31 years. I have been the top salesperson 16 out of the last 17 years that I have been in the sales department. 

When I first started, I had a vehicle furnished with everything paid for by the employer -- including gasoline, license plates, insurance, maintenance and repairs. 
I had an expense account that I used for lunches 99% of the time and used it in a magnificently conservative way. 

As time has passed, my employer has gradually taken these things away with the reason and attitude of "If you don't like it, than you can hit the door"!

The final "perk" of my gasoline was taken away last week with the same attitude. I furnish my own vehicle license plates, all insurance, all maintenance, all oil changes, all repairs, my home office, computer, fax, phone lines and phones. I pay for every single thing.

I am paid by commission only with no salary.

My income for 2000 was $ 140,000.00.
The year 2001 for many reasons was $ 110,000.00, down about $ 30,000.

Now that the gasoline has been taken away, I am more intense than ever about my sales call schedule, so that I make the most of those trips. I did that before, but am really paying attention now, as I continue to feel even more unappreciated than before, I wonder why I keep getting kicked in the teeth when my performance has excelled over the years, and still is.

I was under the impression from other sales professionals that their employer gives them support in every way possible to insure the success of their sales force.

We get absolutely nothing at this point. What can I do, or what reference can I turn to, to help guide me and my fellow salespeople in convincing my employer that he is hindering us all?

Your help and guidance is appreciated.

Signed,
Screwed again in Indianapolis.

Dear Screwed again in Indianapolis,

At 51-years-age, you cite 31 years with the same company. You refer to the employer in the singular, "he." "He" must be getting up in years and may have lost the focus that kept your professional relation intact for so many years.

The standard of a company account to cover expenses is the norm. Your employer acceded to the norm until recently. Why the change?

Tightening the corporate belt could be a necessity. However, the style taken departs from good business practice.

That stated, I would not waste time looking for logic where there may be none.

Please recognize the emotion and the logic in play.

How much of your concern is based on FEELINGS.... three decades of loyalty...no respect...poor me. Dwelling on emotion can cause a heart attack or make you miserable. Avoid that at all costs. Put sour emotions aside and employ logic.

You are still enjoying a six-figure income. [Your un-reimbursed business expenses are usually deductible, check 1040 Schedule A, Schedule 2106. The deductibility is tricky. Ex: Commuting to your place of employment is not deductible. Travel from client to client is deductible. Be cautious.] 

You are not too old to test the market for other employment. The overriding factor in all employment situations is:

DO I HAVE A BETTER OFFER?

Emotionally, it is difficult to consider moving after 31 years. Occupationally, it is a logical option. I suggest poking around to see if there is a market for your service.

A gathering of the sales force may be in order. Are there young lions scratching at your six-figure client base? While your 110k minus expenses is disappointing to you, to someone in the 50K range it looks like heaven. (Part of the market.)

If the entire sales force has employment issues, perhaps acting collectively will be an eye-opener to a boss that fails to respect his employees. Since his attitude is "take it or leave it," what would he do if everyone "left it" at once?
Know any local politicians, newspaper reporters, union types? Bad publicity can scare reality into some people.

Nothing is better than a good social/business rapport, but when one side chooses to fight the other has a right to respond in kind. Don't hesitate to employ an attorney (with appropriate experience) to formulate and present your case. Contact from an attorney usually gets better results than individuals complaining incessantly (as always, in the mind of the employer).


I hear a lot of emotion in your inquiry.

Jimism: Never take business personally.

If your just annoyed at the cut backs in your expense account, perhaps you can live with it. If the situation is going to be detrimental to your health - time to move on.

Logic must prevail over emotion, but logic must recognize emotion as a significant factor.

Good luck,

Everybody's Uncle


 

Everybody's Uncle,

I've recently (one month ago) found new employment after looking for nearly 10 months. As an Executive Director for a non-profit organization you place yourself into a small market of specialized individuals and sometimes the job search can be long. 

Nevertheless, I took the job in a state that I was happy to move to basically because it was a job, in a nice location and the professional opportunities. Now, one month later, I get another job offer. This one is in my home state, bigger salary, bigger challenges....but, it would mean leaving an organization that has put a lot into my hiring and has such high hopes of the direction I can take them.

Should I stay or should I go?

Homesick in Florida

        
Dear Homesick,

Every situation is unique but company loyalty is tested every day of the week.

Historically, companies have arbitrarily canceled pensions for employees with 30 plus years of service. That is why pensions are now protected by regulations. Today, Enron shines as an example of "loyalty."

Does this ring a bell:

"You are like family - and still are, but Friday is your last day."
 
"We've been taken over. You are not being let go, your job slot just doesn't exist anymore, but good luck."

"You've been downsized."

Loyalty is a wonderful thing when well placed.

Companies can expect loyalty but the market place is always the main factor. If you can be replaced for less than you are paid - get your resume ready.

There are two main features to consider before you make your decision. Emotion and logic.

Emotion: you LIKE your location but you would LOVE to be home.

One emotional vote for home.

Logic:

The company invested some time and money in you. That is part of their risk. They may have bought you for less than the market is willing to pay.  After 10 month, were you just vulnerable?

They imported you from another state. That indicated clearly that you were willing to relocate. Why not a second time for a better offer?

Consider costs of living in the home state vs. Florida. If Florida has a lower cost of living factor, the dollar amount being offered in the home state may reflect regional cost variables.

In situations like this, I regard a 20% increase as irresistible.

Bottom line: You have to put your personal priorities above others. Your first obligation is to yourself. If you decide to resign and take the new offer, write a pleasant letter of resignation. Do not ask for a counter offer! If one is made it must be 20% above your NEW offer to be attractive.

Potential and benefits must also be considered in your decision. If both companies are about the same, do your objective evaluation and go forward with confidence in your decision.

One last thought. My instincts tell me that you didn't really want to move to Florida. If that is the case, put one more emotional vote on moving home.

Do your evaluation and let me know what you decide.

All the best,

Everybody's Uncle

Everybody's uncle

I am currently employed but unhappy with my employers.

I posted my resume and was contacted by a gentlemen who I later found out to be from the marketing company "Herbalife". I purchased their initial package but am in the research stage right now.

I have heard many bad things from a friend and also through searching the web. But how come so many people can make so much money? Is it all lies? How many people buy the initial package and then don't make any real money?

It has been hard to find information on this matter and I do not want to get involved with a disreputable firm and set back my career I may have with any other firm. Any information you have would be very helpful.

Thanks

Holding on to your present job is a wise choice. As a general rule remain employed as long as you can when starting your own business. New undertakings usually generate a loss in the first year. The loss can be used as a tax deduction from other income. In effect the IRS is assisting your business start up. Your employer may be providing health insurance or other benefits. Study before you quit.

I have no personal experience with Herbalite but have heard many rumors as well. Most people that get involved with multi-level-marketing or door to door sales don't do well because they are sold on the ease of making money but stifled by the inability to develop the necessary "full court press" and business skills.

Some companies try to lure you into buying product with discounts for quantity, downline advantages, silly designations and you name it. Some companies take on a cult like atmosphere. I am not a big fan of MLM. Some people do very well -- most do not. If you want to sample the market, don't be concerned with cost of product and percent of profit. Buy the minimum and test the market, test the market, test the market.  

Businesses do not grow from a marketing plan or pre-packaged product. They flower from a personal talent, something you love to do and do well. Build your business there and push until the profits come.

Here if I can help.
  
Everybody's Uncle

 

My company elevated an employee from another dept to Sales Supervisor. The Sales Department was not told of the new post and no one from Sales was interviewed. Is this right?
                  
It is "right" because they have the authority to do it. The question is, is it smart?

Management's highest responsibility is to assure the survival and profit of the company. No company, no jobs.

A sales management position is created to address under-performance or prepare for expected changes. When companies grow it is not unusual to import an "outside expert." The company may need to be reshaped for "going public," a change of direction or any other desired goal.

Elevating from the ranks a person with no experience in the area raises concerns for disgruntled employees and managerial propriety.
Employees can quit en masse -- now manage that!
Questions about nepotism and personal improprieties surface -- now manage that!

Consider:     
Did management explain the function of the new post and individual? Ordinarily, a heavy hitter is introduced with fanfare. Slipping in a nephew is done quietly.

Were concerns of the sales force brought to management? Discussion should include corporate strategy and employee concerns. Emotions must be considered to avoid chaos.

Are other sales jobs available? Will sales force run for the door?
Will poor morale result in reduced sales or profit?
What is the net impact on company from all perspectives?
Does this move signal something more to come?

Reasonable people exchange views in a professional manner or under parliamentary rules. Silence is not golden. Management should offer a proper forum for discussion. It is not "the law" but it is good business.

I don't know if the new person and position is right or wrong, but circumstances cry out for clarification.

Everybody's Uncle 

Hi there,

At work, there is a clearly defined rule: no using chat services (ie ICQ, MSN Messenger, etc) on company computers at any time.

Today I discovered that one employee is using MSN Messenger on a daily basis. The IT department is supposed to monitor this usage and report it to the owner of the company, but the person in charge of IT is romantically linked to the employee I'm concerned about. She admitted to me that he uses MSN Messenger as well.

The employee in my department is not the greatest employee; she is rude, immature, and doesn't do her job the best that she can. She knows that I know she uses MSN Messenger, and I reminded her of the rules, but she still continues to use it.

Should I report her to my manager? My manager may chastise her but not fire her, and then I'd have to face this employee every day.

Thanks!


Dear Thanks,

Your company set the rules and made provisions for enforcement. Unless required by agreement, position or contract to report infractions, or where such infractions demonstrably impact you or the company - do not report the individuals.

You have known of these E-crimes one whole day! Sit down, take a deep breath and try to recall if you ever committed an infraction, of any kind, that you corrected upon personal reflection. If you see a cigarette left burning in an ashtray, do you cope or call the fire department? Niece, proportionality please!

Rationale: The offenses are not criminal or otherwise serious, nor do they effect you significantly, and are outside your area of responsibility. In other words, their conduct is none of your business.

You mention, "she is rude...immature...and doesn't do the best job..." You are neither her supervisor nor responsible for her work. Your obligation is professional service, not seeking and reporting minor improprieties. Reporting her and her romantic interest could be considered rude, immature and not doing the best job.

Doing your best job and personal formidability includes anticipating the consequences of your actions.

You mentioned the non-use policy to her. You could mention it once in awhile but do not report her. This shows that you are not a squealer and preserves a functional co-worker status. That's smart, because, one day, she or her romantic interest may be your manager.

Your manager has only minimal control or authority over minor infractions. He/she may already know or soon find out about the infraction. Let the manager manage. Reporting the infraction pressures your manager to respond. How do you know your manager has never violated the non-use rule?

[Jimism: If she squeals on her, she will squeal on me.]

You are right to be concerned about facing her every day. Reporting her will bring discomfort between you, could cause stress between you and your manager and will probably have no positive result for you. You will be labeled a squealer and troublemaker. Need I mention the perils of discussing office romances?

Play smart. Say nothing. Be friendly and professional. Don't make waves, especially those that could come back to drown you. 

 
Here if you need me,
Everybody's Uncle

Hi Uncle,

     I am a fifty year old married man with two grown children and three grandchildren. I am semi-retired due to an accident and need to change career paths. My greatest interest lies with helping troubled or at risk children.

I have no formal education or training in this field and am probably too old to start a degree program now. Is there a way to get my foot in the door with an organization that specializes in this field? On the job training, classes, or even volunteer work to start with?

I love kids, and just to possibly make a small difference in their lives would be very rewarding for me.

By the way, I don't need to make much income.       

Thanks,
Ray Smith
Venice, Fl.
                                    

Ray,

Sorry about your career changing accident. Many accidental careers launch us to new heights. I wish you all the best in your desire to serve needy and troubled kids.

Commitment to a degree program seems ponderous and costly. A more practical approach is in order.

With your best intentions and efforts as a given, the possibility of law suits weighs against institutions including non-professionals in their employ. That doesn't mean you can't knock on doors and impress them with your sincerity and ambition.

If your accident qualifies you as disabled or you want to help the disabled, contact disabled associations. They are always looking for volunteers. Use the Internet to gather information.

Crossing guards and school bus drivers are always in demand. These positions carry little glory but they do yield some income and provide opportunities to set positive examples for today's kids that so desperately need wholesome role models.

Affiliating yourself with church organizations, sports groups, local parents, police programs, community projects could open some doors for you. Volunteers are always in demand. Hospitals often allow people to bring dogs and other pets to cheer up patients of all ages.

There are no specific roads to your goal; therefore, it will be up to you to scratch at every door and hint of opportunity. Build a resume of service and inquiry. Meanwhile be the world's greatest grandpa to your grandchildren. If they are nearby, great. If at a distance, regular E-mail and phone calls can make huge differences in a child's life. Trust me on this on. I have a wonderful niece and the phone bills to prove it.

 
Perhaps some of my readers and listeners can supply additional information.

Persevere,

Everybody's Uncle

Dear Uncle Jim,

I'm interested in what you think about PrePaid legal not so much as a service but more as a business opportunity.

I have some material here I've been looking at it and I'm thinking about signing on as a sales associate. I really think it's a valuable service but what I don't like is that it kind of reminds me of Herbalife and etc. You have to buy into it and they don't give you a protected territory.

What is your opinion?

I love your show! I haven't called in yet, I just enjoy sitting back and listening.

Very truly yours,

                 Gary Gambardella


P.S. I was surprised when I heard you comment on the incestual marriage practices of the Tibetans. Not many people know about this! It's kind of a dirty little secret among the lower castes. It's origins I do not know but I can tell you for sure it is NOT a positive institution in my opinion, that is it does not add to the stability of the family. Polygamy on the contrary, at least how the Mormons practice it, IS a positive institution. 
                                        
Gary,

Thanks for calling my radio show and discussing this topic on the air.

[Multilevel marketing is a well-established formula for selling many quality products.  Uncle Jim's opinion refers to no specific company or product - just words of caution.]

You mentioned that the company wanted $240 for what amounted to a training course book.

Many companies solicit associates but require specific training that they JUST HAPPEN to offer. It is a win-win situation for the company. Either they sell you the course, acquire an associate, or both. Keep that in mind before forking over money for a training manual.

What do you get besides a book?

Not even an exclusive area? That means that the guy next door could be your competitor in the morning - destructive competition. No Thanks!

Get rich quick schemes hawked on TV are essentially book-selling rackets. Subscribers to these programs should realize that if these mechanisms worked, the industry professionals would be using them. Real Estate, Stock Market, Insurance, whatever -- there are no secrets!

Fortuitous factors can combine to make fishy mechanisms technically possible. Some "students" do get lucky, but the vast majority -- show me the stats!

Testimonials are sometimes out and out phonies. Promoters make millions but wind up in jail. Some people work their tails off, prosper because of their own ambition, but give testimony to the promoter anyway.

A popular variation is the prospect of hitting it big in the insurance game. They wow you with a whirlwind of "great" products, management possibilities, and megabucks. You pay for training and drag your family into high commissioned products. You and your family were the targets all along. They win.

Some stay on and become part of a cult-like, ruthless, sales and recruiting force -- always selling, always recruiting.

Some lose families when relatives realize that their "whole life" policies have more holes than life because premiums went to commissions. Their once favorite niece or nephew ripped them off.

The bookstores are full of get-rich-quick books, as well as texts that debunk those rascally schemes. Do some research before paying dead-end tolls on the road to riches.

Everybody's Uncle

Everybody's Uncle:

I have worked as a Paralegal for this attorney for 10 years. I started with her right out of college and we have come to develop an awesome work relationship. Both of us have small children and she understands when I need time off for school stuff as she does the same.

The law practice had become a bit larger and she decided to split my job. About 1 year ago, she hired a woman a bit older than me who was just out of school, but had no office experience.

As time went on I noticed the following problems: terrible grammar, spelling and letter writing skills (totally necessary for the job); attendance problems (in the first year she took 2 weeks in a row off sick, and now expects vacation time); has asked my boss about benefits that I didn't receive until my 5th year including bonuses, flex-time, medical/dental, insurance, and a retirement plan.

I have approached my boss about the various problems as they arose and she seemed to defend the new hire actions. At this point, the relationships between me and the new hire and me and my boss have severely declined. The last time I talked with my boss, she simply told me to work it out myself and she felt that I was causing the problem.

I do not feel that the new hire has the necessary training or skills to do her job and am stumped on what to do next. I have considering leaving, but feel that I have devoted too much time, total trust and loyalty to her and she should stand by me. Can you help? Should I confront the new hire directly? Should I leave? Should I let it go (easier said than done though)? Please help.

Thank you,
Beth Coldsnow
                            

Beth,

"Awesome" business/friendship relationships often go sour. The bond of business is money (work exchanged for dollars). The bond of friendship is emotional (trust, warmth, caring etc.). In business / friendship bonds there are disparate expectations all around. Bosses and workers see things from different perspectives. Subjective evaluations of pay, work, and personal accommodations rarely coincide. Over a period of ten years sensitivities develop in spite of bonding.

Ordinarily, new hires come under the supervision of senior employees. Why the new hire was not your subordinate is up for speculation. If you are not responsible for her work, punctuation, attendance and grammar, do not be concerned about her performance. Your uninvited critique could be viewed as interference from both coworker and boss.

Her requests for pay, flextime, and benefits are not your concern. Conditions of employment are negotiated between employer and employee. The new hire is not hampered by friendship and is free to ask for anything she wishes.

Quote, "I have approached my boss about the various problems as they arose and she seemed to defend the new hire actions."

Which problems did she defend, bad spelling, poor attendance, or requests for benefits? The problem is your discontent, not her spelling. Identifying problems accurately makes resolution easier.

 
Quote, "The last time I talked with my boss, she simply told me to work it out myself and she felt that I was causing the problem."

Your employer has told you, point blank, that you are causing the problem. Working it out could be as simple as clarity of work assignments. If there is no over-riding reason to the contrary, request delineation of assignments. Isolating your work from the new hire's should reduce tension.  


Quote, "I do not feel that the new hire has the necessary training or skills to do her job..."

Whether the new hire is qualified according to how you "feel" is irrelevant. Qualifications are best evaluated objectively not emotionally, by HER boss not her coworker.

"...and am stumped on what to do next."

What you do next is define your services to the "firm" and perform your duties professionally. Do not interfere with the new hire's work. If she is as incompetent and demanding as you suggest, give her enough rope to hang herself.

Quote, "I have considering leaving, but feel that I have devoted too much time, total trust and loyalty to her..."

Listen to the emotion, "feel...devoted...trust...loyalty..."
Business is business not a love affair. Employees are fired after decades of stellar performance - too old - new man will work for less - downsizing, too bad.
    
"...and she should stand by me."

She owes you a paycheck not fealty.

Quote, "Should I confront the new hire directly?"

On what? What has she done to you?

You are not her supervisor.
You don't have to answer for her work.
You have not been asked to critique her performance.
You are critical of her requests for pay/benefits (none of your business).
and
You have expectations of your boss beyond salary.

Note the number of "YOU's" in the above. Based on what YOU write, your problem is unfulfilled expectations. You have expectations of the new hire. You have expectations of your boss. Neither has to answer to your expectations.

Emotion has a high profile in your office. Step back and take a look at the bigger picture. You work for a woman with whom you enjoyed a good rapport for ten years. A new worker, perhaps less proficient, got some benefits more quickly than you did. Your situation did not change but you were upset by her "presence." You informed your boss of your concerns. Tension increased. Now you are considering leaving an employer with whom you have worked effectively for ten years.

Quote, "Should I leave?"

The time to leave a job is when there are better offers. Assess and address your emotional parameters before doing anything.

Quote, "Should I let it go (easier said than done though)?"

By all means you should let "it" go. "It" is the problem. "It" is your mindset. "It" will follow you wherever you go. Put "it" in its place and enjoy what sounds like a better than average workplace.  

Everybody's Uncle
P.S. Jimism - "When all else fails, try honesty."
You might consider discussing this post with your boss.

Everybody,s Uncle...

My daughter is 19. She is pretty with a cute shape, very friendly, always has a smile and a VERY hard worker. That is the problem. She is a good worker and her boss and assistant manager take advantage of her. They give her tons of work to do while they go shopping, tanning, out to eat, visit with friends, talk on the phone, etc. I think the sad thing is that my daughter is paid by the hour and these ladies are paid salary and they either don't work or are never at work.

I told my daughter to report them to the corporate office but she didn't want to lose her job or make her working environment unbearable. So in the meantime she is just going to look for work elsewhere. I was still wondering if there was a solution to her problem as I don't think it is fair for these women to get away with it. My daughter would love to have their positions and I know she would [do] a great job at it, she is actually doing it now, just not getting the pay for it.

Any suggestions will be appreciated, if not, It just felt good blowing off some steam.
                                                                  
Thanks,
Robin
                                            
Robin,
This is common situation. I will respond at some length to serve your interests and concerns of other readers.

Several perspectives -----

NINETEEN YEAR OLD DAUGHTER / WORKER:

Work is not like school. Teachers give out grades, employers give out wages. Work is not like home. At home, parents protect. At work, environment exploits. At home you are high girl on the princess ladder. At work, you are low girl on the totem pole.

Conduct suggested:
Be aware of your environmental home/work change and the mindset adjustment that is necessary. Don't waste a lot of time complaining about other workers dumping on you.  Learn any one job in your office and inform upper management that you are capable and ready for a move up. Looking for employment elsewhere is okay as long as you have a definable market skill. Taking another position as general office help may place you in a different company but not necessarily better circumstances. An office of lazy women is bad enough, an office of lazy male predators could be worse. Think before you leap.

Entry-level positions are "basic training." If you can't handle six months to a year of hard work, you are not going to climb the ladder quickly no matter where you are employed.


PARENTAL VIEW:
The workplace is exploiting my daughter. I want everyone to recognize her as I do.
 "Pretty...cute shape," refer to personal qualities not market skills.
"Pretty...cute shape," can also mean improperly dressed and distracting.

Attractiveness can be a distinct advantage later on in her career. At this point it is best to focus upon marketability - talent, dependability, BUSINESS appropriate dress/demeanor, continuing education, professional attitude and ambition.

Conduct suggested:
Listen to her complaints but explain that hard work is how you prove yourself in the job market. Managers do not seek out complainers - they are a dime a dozen.

Reporting co-workers adds one more whiner to a field of many. A little back pressure to the offending co-worker keeps the problem in the immediate area. Politely point out the amount of work on your desk and put a time frame on when the next task will be serviced. Hard workers with stiff spines are the building blocks of strong businesses.  Show strength not weakness.

CO-WORKERS:
Most workers feel over-worked and under-paid. If they can off some of their responsibilities on the next girl, they will. Those immediately supervising your daughter may be just the second rung of the ladder. There is a good chance that at least one of her co-workers is a lifetime "second runger." Learn her job and let management know you can fill it. This sends a clear message. You have a job skill and are looking for a better position -- here or elsewhere. A sharp manager will not let a good worker slip out of the company.

MANAGERS:
Diplomas and flashy resumes are common. Hard-working ambitious individuals are hard to find. When an ambitious person surfaces on the bottom rung, companies usually notice. Aggressiveness is a trait of the ambitious. Do not hesitate to indicate your want for a better position - as long as you can fill the position. 

Your daughter is not a child anymore. She is a working adult in the real world of the market place. Hard work is part of the learning/transition process. As long as there are no predators or improper conduct in the work place, don't whine -- develop spine. Good business skills will provide exit routes or advancement within the company. Ability to work with employees and their peccadilloes is a market skill in itself.



UNCLE VIEW:
The test of your position in the market place is simple. If there are other, higher paying, employment opportunities available - go there. If not, you are at the proper level.
Improve your job skills, professionalism and overall marketability. Basic math, computer skills and communicative ability are important. Most of our young people can not complete a sentence without saying "like" a half dozen times. Body piercing and tattoos are negatives.

Early arrival, appropriate business attire, math / communication / computer skills, appropriate language, dependability and professional demeanor will launch your career. Whining will not.

I am here if you need me,
Everybody's Uncle 

Everybody's uncle,

I run a small business and have a problem with one of my employees.

She was working about 16 hours a week and she asked me for a raise because she really needed more money. I gave her an increase and she immediately cut her work hours down to 12.
I feel that I was had. I am annoyed at her and at myself for trying to be a nice guy and getting a kick in the butt.

M.V.


Dear M.V.,

Running a small business, where every employee is expected to carry a particular, perhaps essential, workload is more difficult than a large company with many people doing similar work.

The art is to balance the service/aggravation ratio to the level of your endurance. There is an underlying rule that I employ to bring the employer/employee relationship into perspective.

Uncle Jimism:
"The mindset of the employer is to get as much work as possible for as little pay as possible. The mindset of the employee is to do as little work as possible for as much pay as possible."

 With totally opposite mindsets in play, the challenge of management is constant and varied from worker to worker. Some are time conscious, some are money conscious, and some are just plain unconscious.

A smart manager learns to put emotions aside. He learns to work with people he may personally dislike, but function in the capacity of their employ.

Uncle Jimism:
It's a job, not a love affair. (Leave emotions out of it.)

Business decisions have to be made for business reasons.

If a good employee is in need of money (and you want to help), you have several options, the last of which should be a pay increase.

You could give an early bonus or vacation pay, a salary advance, early/late or "Sunday" hours or whatever. A ONE-TIME gesture that appropriately responds to the employee's need is better than a PERMANENT pay increase that may exceed the market value of the job slot.

Generosity to one employee may create expectations among all employees. Benefits paid to a part time employee may become disproportionately costly as work hours decrease. Small businesses usually seek growth. An employee that is hungry for more work hours is usually more attractive than one seeking fewer hours.

Advice:
Have a meeting with the employee. Do not mention the pay increase. Assuming the increase was not entirely excessive - eat it. Reversing it erodes your credibility.

Set forth the company's needs and be very clear about the minimum number of work hours required. After a full discussion evaluate the new "understanding." Allow reasonable time to assess a change in employee conduct. If forthcoming, compliment her for better performance - it defuses the discomfort of the sit down.  Seek better help if her performance remains unsatisfactory. 

Everybody's Uncle

Everybody's Uncle

I have a great job that I love in Florida. I have been on the job for four years and have just been doing great. My problem is a house in another state where I live. It is an older fixer upper that I foolishly paid premium price for 6 years ago. I have had the house for sale several times, and poured thousands into repairs. I have also rented it a couple of times. The house still has a way to go as far as repairs are concerned, but is a fairly sound house right now. I worry about this thing 24 hours a day and feel like my whole life is on "hold."  How do I get rid of this albatross?


Your inquiry references emotions and finance; both must be considered in decision making and a personal value placed on each.

One of the emotional traps we fall into on a regular basis is the notion that a house can not be sold for less than the purchase price. Houses are like any other commodity, values rise and fall. You note paying a "premium price" for the house. The financial error was made at the time of the purchase. Current reality can not change the past error.

Financial: Do your homework. Determine the present value of the property. Research sales in the area or employ a professional appraiser to do the work for you.

Consider your exposure for holding the house. Renters are often difficult if not impossible to evict. Many cases drag on for years and cost tens of thousands of dollars. That is a real albatross!

Landlords are often sued by tenants, guests or intruders - an albatross of another color. Rent collection and a myriad of other tenant related issues are flapping their wings at all times. You are out-of-state and will incur travel and/or legal fees if a problem develops.

Emotion: You LOVE your job in Florida.  You WORRY about your house in the other state. Your LIFE is on hold. These emotional considerations fade if you sell the ALBATROSS.

Advice: Make the necessary appraisal of value. Do only sufficient "fix up" to expedite a sale. Offer the house at a realistic market price. Keep the house unoccupied for a faster sale. Better to take the financial hit now while you are doing well, than stay on an emotional/financial tight rope.

Free of the albatross and confining emotions, concentrate on your Florida career. Your unworried state of mind will enhance your business performance. You will have more to LOVE and less to WORRY about.

Go do it!
Everybody's Uncle

Everybody's Uncle,

I am in a network marketing business. My problem is that my upline person that was helping me to build this business has dropped out of this line and went into another line. We have tried to transfer under his line so that we could have his help and was blocked by our upline now that does not offer us any help to build our business.  Should we stay in this line or drop out and wait the year required to go under the person we know will help us? I should also tell you that we have been in this business for two years now and really should have the help that was promised us - don't you agree?
                

Business agreements are contracts. If the upline fails to give support "that was promised," or even implied, his contractual obligation should be tested. If he fails to perform he has broken the contract which may open an opportunity for you to request a waiver of the one-year waiting period.

If you have been in the business for two years and would like to continue, I suggest staying in the game if it is not unbearable. Dropping out may have emotional appeal but being out of business for a year can have negative effects beyond the obvious.

Stay in touch with the original upline. He may be able to help you move to his downline and/or link to superiors that could waive the waiting period. Rules are made to be challenged - make your case. If significant amounts of money are involved, an attorney should be called in for a review.

All that said - business often requires thick skin. Take whatever initiatives you can to grow your business. Don't wait for others to walk you to success - not likely to happen. With two years of experience you have the door open. Get in and fight! Find alternates to upline support and find clients. Companies favor ambitious people. Lazy upliners are lazy people. Learn all you can about the business from company literature. Augment that with solid business practices. Some network businesses are cult-like. These are to be avoided.

Here if you need me,
EU

 

Everybody's Uncle

(1) How do I stop unwanted solicitation for xxx rated trash I didn't ask for?
(2) Where can I sell my handmade crafts without spending a lot of money I don't have?

Thank you.
                     -           
Porno trash seems to come out of thin air.
Joining a chat room, any chat room, is a porno magnet.
Pop-up screens invade us on a regular basis.

What to do:
If you have parental control options, set to a teenage or child level to block offensive incoming material
Use two different screen names. 
Use unrestricted setting while you are online, another for friendly E-mail.
Use a filtered service.
Avoid chat rooms.
Do not open unwanted E-mail.
Contact your online service for filtering or other suggestions.


To market home crafts:

Be objective about the quality of your product. The product should be as good or better than the competition. At least in the beginning, it should be offered at a very competitive price. Even if you have to work on a very small margin, the goal is to create a market. Creating a future market is more important than current profits. Delivering excellent quality at below market prices is a winning formula, one I have used successfully many times. A great product is more important than paid advertising.

Develop a tolerance for unrealistic expectations of buyers. They are usually clueless as to the amount of time and effort needed to create quality crafts. They are also good practice in handling the public, a skill that is essential in ALL one-on-one businesses. Word of mouth is the best advertisement and the least costly.

Home parties cost nothing to organize and often result in a profitable evening or lunch. A commission on sales (usually 10% -- in merchandise) and a free gift or two for the host is low cost but excellent promotion. Upscale homes and hosts are desirable. Hand out cards/literature to all attendees. Be charming and professional. Dress and groom appropriately. Sell yourself - first, last and always. Avoid smoking, drinking, and vulgarity. THEY are at a party; YOU are doing business.

No sale today does not preclude future contact. Individual finances change from week to week. Be patient, some clients have to be reeled in slowly. Show courtesy and appreciation to all party guests just for the fact that they attended. Make friends - people do business with people they like.

Church groups, fund-raising organizations, and other crafters with local experience can be sources of information. Check local newspapers for craft show promoters. Flea markets are for bargain seekers that might pay $10 for Mona Lisa. Fine crafts require a more sophisticated clientele. The library has books on starting and growing businesses of every type.

Pay attention to the business of doing business. Insurance, tax, accounting, expense control, are important factors. Don't overspend on costly dream scenarios. Be realistic; stay lean and mean until the business cracks the market. Think big - spend small.

Good luck,
EU

A frequently asked question:

I have an excellent resume but I am still having trouble landing a job. I graduated in the top 10% of my class and have a professionally prepared resume that should guarantee me a good job. I am at a loss. Can you help?

If your resume is appropriate and you are diligently seeking employment but can't get your foot in the door, focus on appearance and demeanor.

LOOKING THE PART CAN GET YOU THE PART

If possible, emulate the appearance of the interviewer or employer. A clean-shaven, meticulously groomed employer is not apt to hire an applicant with greasy hair and garments with that "slept in" look. If the boss wears a three-piece suit and a tie, don't show up in ghetto baggies. If you have to walk in cold, clone a network news anchor's appearance. They usually dress for maximum public appeal.

Job-hunting is not a venue for your latest fashion statement, tattoo, nose ring, or musical icon. Inappropriate dress, green hair, long fingernails, pierced body parts can turn off a prospective employer. What you and your peers consider stylish might look like a freak show to an employer of another generation. Your right to personal expression might fly at home or on campus; employers want people that reflect their values not yours.

A common misconception is that the employer will see your strong points in spite of your first impression. Total nonsense! Employers hire individuals that conform to company policies and maintain company standards. Political correctness mutes or precludes published company standards. That doesn't mean they don't exist. Employers reject many applicants for non-resume reasons. They read into appearance and demeanor. In our hyper-litigious society, perceived trouble makers are not worth the risk and simply don't get a callback. 

Deficiencies in reading, writing and basic math are common even in college graduates. Stammering, like, you know, okay, right with a valley girl inflection will keep you out of many offices no matter what is on your resume (One applicant pronounced it rezoom). Slouched posture, excessive makeup, nail biting, hair twirling, smoking, gum chewing, and other unconscious habits indicate a lack of self-discipline.

 Young people often cling to the notion that they should always be themselves. Part of being yourself should include adaptability. You wear a bathing suit to swim, a formal outfit for a wedding, and a costume on Halloween. Think of your work appearance as role-playing

Remember that the employer is hiring YOU not just your resume.

...EU...