From icanhascheezburger.com

I love the Blog “10 Things” and I particularly love this post about the 10+ things one needs to do when one resigns:

#1: Write the resignation letter

Even though a resignation letter might not be required, it’s a nice touch, and writing one is the professional thing to do. The letter needn’t be long. All it really need say is that you’re resigning and the date of the resignation. Do you need to give a reason or disclose your new job? It’s up to you, if you’re comfortable with it. In any event, avoid blasting or dumping on your boss or company. Try to find something good to say if you can and end with thanks for the job you’re leaving.

#2: Be clear about your last day, but be flexible if necessary

In that resignation letter, or in your verbal announcement to your boss, be clear about your final date. In particular, avoid giving just a date alone, without more detail. If, for example, you say, “I am resigning on June 1,” what does that mean? Should the boss expect you to be there on June 1, or is your last day really the previous work day, or something else? I recommend an unambiguous statement such as, “I am resigning at the close of business June 1.”

Be prepared to be flexible about that last day, though, because the boss might want you to finish an assignment, or least your part of an assignment.

#3: Confirm the handling of unused vacation days

Let’s say, using the above example, that you have no time off coming to you — that is, you have no vacation days, no compensatory days, no sick days, or anything else. In that case, your last day really IS your “last day.” Suppose, however, that you have four vacation days remaining, and that June 1 is a Monday. If you’re able to do so, the best action is to make your last official day Friday, June 5, but be clear to your boss that you will be on “vacation” those last four days.

It’s trickier if, at the time you give your two weeks of notice, your boss says, “Forget the two weeks, leave right now.” In this case, the company may not owe you for those two weeks, but rather only for the number of days you worked since your past pay date (assuming the standard practice of paying in arrears — that is, after the work is completed). And if you have unused vacation days or other time off, the company might or might not owe you for that time, depending on your state and whether you have any kind of employment agreement vs. being employed “at will.”

Whatever the policy your company has, it’s better to find it out before making your announcement.

#4: Remove important personal effects prior to your announcement

This point is irrelevant if you actually get to stay until the final date you announce. However, it can be critical if you are told to leave immediately. In that case, you’ll have little time to pack your things and instead will receive them later via the mail. If you have personal items that are really important to you, think about inconspicuously removing them in the days before your announcement.

Just don’t be like the mother who called her son’s school, irate because his towel had been stolen during gym class. When asked to describe the towel, the mother snapped, “It’s white and says ‘Holiday Inn.’” Take only those things that truly are yours. The property of your employer should remain with the employer.

#5: Leave on the best note possible

We can laugh at what Johnny Paycheck says to his boss about the job. Generally, though, it’s better to leave on the best terms possible, with respect to both your boss and your co-workers. Yes, they might have been insufferable and intolerable. On the other hand, you must have learned something from working with them. Think of that or something else you can thank them for, as long as it doesn’t sound insincere or sarcastic. You can even be frank about it, and say, “Even though we had our moments, I really appreciate learning from you about [topic x].” If nothing else, maybe you can just wish them well. You never know when you might run into them again.

#6: Let your important contacts know

You might have contacts outside your immediate department. Perhaps you were working with clients, suppliers, or co-workers from other departments. Let them know about your departure so they can make appropriate adjustments. In particular, tell them the status of any open items, so that they can follow up themselves.

For example, suppose you’re doing problem resolution and have an open problem ticket from the vendor. Let your contact know those details, as well as who is taking over your responsibilities. The best approach is to have a turnover/transition meeting, where you, your contact, and your replacement all sit down and review those items.

#7: Document your current work

Prepare a document that shows all of your current assignments. In that document, list the names of people you’re working with, major issues, and important future dates. This document will allow someone else to take over your job once you’re gone.

#8: Work diligently until your last day

Don’t be known as a “short timer.” People may think you have no interest in your work because you’re soon leaving. Prove them wrong. You might run into your co-workers again, and the impression you leave with them could be critical in the future.

#9: Double-check on insurance coverage

Make sure you have no gaps in health or disability insurance, particularly if you plan to have unpaid time off between your old and new jobs. Be aware of coverage that may be available to you under the Consolidated Omnibus Budget Reconciliation Act — COBRA, for short. Under this act, generally speaking, workers who leave a company can continue the health benefits they had from that company (although they may have to start paying for those benefits themselves). Such coverage, if available, can be obtained for certain limited periods of time and is designed to cover workers who make a transition from one job to another.

#10: Adjust your voicemail greeting and (if possible) disable voicemail messaging

In the late summer of 2006, a woman from an organization called me and asked whether I could give a talk to one of their departments. Unfortunately, things didn’t work out. A few weeks later, I called to follow up, and left her a voicemail message. After a few days, I didn’t hear back, so I left a second voicemail, and again heard nothing. Two weeks later, I called this woman’s co-worker and was told the woman had left the organization about two weeks before my first call. It gets better: About a year later, I called this woman’s number by accident, and still heard her voicemail greeting.

Retaining that greeting for so long makes the organization look foolish. More seriously, it leaves open the chance that you will miss important calls. What’s worse, it could be that those messages are non-retrievable even by the voicemail system administrator. So before you leave, re-record your greeting to tell callers that fact. Even better: if your system allows it, also set your extension to “announce only” mode. That is, disable its ability to receive messages.

#11: Find out whether you’re bound by a noncompetition agreement

Did you sign a noncompete at some point in your employment? A full discussion of this topic is beyond the scope of this article. But briefly, such an agreement typically restricts a former employee (i.e., you) from competing against a former employer in certain ways, such as by type of work, by length of time, or by geographic location. Some courts take dim views of such agreements (California being a notable example), considering them an infringement on the employee’s right to earn a living. Other courts, however, could enforce such agreements in full or in part. If you abide fully by whatever agreement you signed (if any), chances are your former employer’s attorneys will leave you alone. But if you’re thinking about challenging your agreement, be sure of what you’re doing and consider getting a good attorney yourself.

#12: Prepare for a letdown

Work fills a large part of our time. We have duties, we have co-workers, and yes, we have bosses. Be prepared, when you leave, to feel a letdown or emptiness. It’s normal, and it’s part of the p

I don’t think that I can add anything more.

This just seems wrong. Either the company covers domestic partners or it doesn’t. I don’t believe that the inability to register as domestic partners should have any affect upon existing benefits coverage for a couple whose relationship was previously deemed valid.

Essentially, a gay couple moved from New Jersey, a state that recognizes gay unions to Idaho, a state that doesn’t (despite the fact one of their State Representatives, Nicole LeFavour, is gay). Because the couple could not register their partnership within the state of Idaho, the company dropped the employee’s partner’s insurance, citing the “Constitutional Amendment” aka The Defense of Marriage Act (DOMA).

Now I know that many companies require that employees provide proof that they registered their domestic partnership when they first apply for benefits, which this couple appears to have done. What seems odd to me is that the company is now rescinding the benefits because they moved to a state that doesn’t recognize same-sex unions. I’m sure that if they were able to (and if they had known), the couple would have immediately registered so as to protect their benefits. But why punish them for something they are not able to do?

Yes, it was their choice to move to Idaho and evidently they did not realize that the partner would lose his benefits, but I just don’t understand why the company feels that they need to make this particular stand, particularly since the partner is a 9/11 survivor who is suffering the residual effects of that horrible, horrible day.

Then again, I don’t necessarily understand why people are against gay marriage. But I’m just a New York-born bleeding heart liberal living in San Francisco. A lot doesn’t make sense to me.

“The Job” by Jonathan Browning of Screaming Frog Productions is a satirical take on the immigration debate that turns the idea of day labor on its head.

[via Laughing Squid]

I’m not sure if SF Chronicle did the most professional thing by putting people’s salaries out there for all to see. But when we’re faced with city layoffs, furloughs and budget reductions, I guess this is enough to piss anyone off.

Myself included.

Merlin’s just making sure that his newest recruit is satisfied with the work conditions.

I’m not sure if this happens to anyone else, but it seems that no matter where I work, I always hear “Stop talking, HR’s here” or “You can’t say that, Lori is in the room” or some other inane version of this tripe. Now don’t get me wrong, I’m not so uptight that I can’t laugh at myself, but this stuff gets really old really fast. And it’s never been particularly funny.

In fact, there was one time when I was showing a new employee around the office, we came across a group of people who were talking and laughing. When I went to introduce the employee, someone repeated the above referenced statement about HR being present and I lost my temper somewhat. I told the employee no uncertain terms to knock it off as I didn’t appreciate the comment.

This was probably not the best way to handle it, but it truly annoyed me that this was said in front of a new employee. And it was not my intention to break up the fun, but I didn’t see the need for the comment. It felt insulting and alienating.

I’ve now taken to responding to such statements by either singing a first person version of “1921″(”I didn’t see it, never heard it, no not a word of it…”) or by flatly stating, “I’m on my lunch break, do what you want, say what you want. I really don’t care”.

Now, of course that’s absolutely not true (HR is always on duty), but I have to tell you, it does feel really good to say it.

And I always make sure to say it with a smile.

It looks like CNET laid off 10% of their US workforce today in order to streamline the company. More about this here and here and here.

Here is an example someone who’s been streamlined. The picture alone says quite a lot to me.

This makes me sad. I know people who work at CNET. At least, I hope they do.

(Thanks Scott)

Interesting debate. On one hand, one should be able to express one’s beliefs through a personal medium promoted on personal time, however, I am also a big believer that companies should fully aware of whom they are hiring for what.

It’s definitely not clear cut. I’m curious to know how others feel.

Thanks to Scott Beale for passing this along.

Get a load of this. Yeah, I’ll make sure to include my picture when I apply to this one. And I’ll be ready to sue (I’ve got a few protected classes going for me) when they decide not to interview me. Easy money, doncha think?

Unbelievable.

Many thanks to Derek Reimer for passing this one along.

UPDATE: Looks like they came to their senses and took the photo requirement out. Derek mentioned to me that he “sent them a note of friendly warning that their job posting might land them in trouble.” Seems that they took his advice.

According to California Supreme Court in Jones v. The Lodge at Torrey Pines, individual supervisors cannot be held individually liable for retaliation under FEHA.

From Shaw Valenza:

The California Supreme Court continued a trend on Monday, March 3, 2008, when it held in Jones v. The Lodge at Torrey Pines that supervisors cannot be held individually liable for retaliation under California’s Fair Employment and Housing Act (FEHA). The Court has consistently shielded individual supervisors from various other forms of employment related claims. For example, the Supreme Court ruled in Reynolds v. Bement, a 2005 decision, that individual corporate agents, including officers, directors, and shareholders, could not be personally liable for an employer’s failure to pay wages to its employees. Similarly, in 2000, the Court held in Carrisales v. Department of Corrections that individual, non-supervisory employees could not be held liable for harassment.

Jones, Reno, and Individual Liability for Personnel Actions

The Jones decision itself is a logical extension of the Court’s 1998 decision in Reno v. Baird, where the Court decided that individual employees could not be held liable for discrimination under the FEHA. Justice Chin wrote the majority opinion in Jones, relying heavily on the Court’s rationale in Reno. A primary policy underlying Reno—permitting supervisors to manage without fear of personal liability—supported the finding that supervisors should not be personally liable for retaliation. As the Court pointed out, a supervisor facing personal liability for normal personnel actions (demotion, termination, failure to promote, compensation, discipline, etc.) will face a conflict of interest every time he or she considers whether to take adverse action against an employee. With harassment, on the other hand, a supervisor may avoid liability simply by refraining from engaging in conduct that may amount to “harassment.”

Despite the Court’s ruling in Reno, lower California courts and federal courts consistently have held that, unlike in discrimination cases, individuals may be liable for retaliatory decisions. The difference in the courts’ treatment of individual liability for discrimination and retaliation, according to Justice Chin, was based on differences in language between the section of the FEHA barring “discrimination” and the section prohibiting “retaliation.” Justice Chin concluded that the differences in the language between the two statutory sections did not evince a legislative intent to impose personal liability.

Also, to Shaw Valenza’s credit, they warn employers that this decision is solely under FEHA.

Despite the trend of court decisions protecting supervisors’ personnel actions, individual employees can still be liable for various statutory violations that specifically provide for individual liability. For example, as mentioned above, the FEHA imposes individual liability for harassment. In a 1998 Court of Appeal decision, Sheppard v. Freeman, the court allowed a pilot terminated from Southwest Airlines to pursue claims against his coworkers for libel. The Court there reasoned that individuals may be held personally liable for any violation of a statute that imposes liability against individuals. Other examples of claims that may result in individual liability include fraud, assault, and battery.

The Workers’ Compensation Act (Act) generally precludes individual liability for most co-worker claims. But employees who engage in intentional conduct with a specific intent to injure a co-worker may be held personally liable because such conduct is outside the scope of the Act.

California employers also should be mindful of federal law, which may differ from state law on similar issues. For example, while California law does not hold supervisors personally liable for wage and hour violations, individuals can be liable for violations of the federal Fair Labor Standards Act (FLSA) for wage and hour violations because the relevant statute defines “employer” as any person who acts, directly or indirectly, in the interest of the employer. The federal district court for the Central District of California in Mercer v. Borden used the same definition of “employer” to extend liability to individual employees for violations of the Family and Medical Leave Act (FMLA).

In other words, “If the thunder don’t get you, then the lightning will”.

‘Nuf said.

Yay! I’m starting belly dancing classes on Tuesday with Fat Chance Belly Dance here in San Francisco. It’s something that I’ve always wanted to do, but was always either too shy or too self-conscious to actually do it. I’m not sure what changed, but I’m super excited to finally embark on this adventure of sorts.

Here’s a sample of how beautiful it is:

Maybe someday I’ll be that good.

An instructive video from collegrad.com, a job site for entry level positions, geared towards introducing recent college grads to different careers.

My favorite part was when it was stated that HR is a comfortable office job with fairly predictable 9-5 hours.

Best not to dispel the illusion.

From Valleywag:

A job listing sent recently to an email list: “A vegetarian-owned and managed emerging sports games startup in San Francisco is looking to hire vegetarian software development interns for summer 2008.” An odd qualification, but apparently legal. A recent court case in California found that employers can discriminate against vegetarians. That would imply that a startup could equally choose not to hire omnivorous sorts. One would think that the pool of candidates who simultaneously favor sports videogames and eschew meat products would be a bit shallow. The full job listing:

A vegetarian-owned and managed emerging sports games startup in San Francisco is looking to hire vegetarian software development interns for summer 2008 (and potentially beyond) who are interested in entrepreneurship and promoting vegetarianism. We were founded by experienced entrepreneurs and venture capitalists with a track record of success, and deep technical and business experience at top companies in the industry, such as Microsoft and Square Enix, as well as consulting experience at McKinsey. Our management team includes MIT-educated computer scientists and Wharton and INSEAD MBAs.

Interns will join an experienced team developing a new product that will redefine its segment in the sports gaming space.

Interns will have the opportunity to work with experienced entrepreneurs across many facets of a startup business. Roles include a breadth of responsibilities, including:
* Development in C++, high-performance network programming, and 3D graphics development
* User interface and game play design
* Unit and user testing

The successful candidate will be proficient in C or C++, creative, have a strong work ethic, and be an enthusiastic learner. This paid internship will provide significant development opportunities, as well as an opportunity to experience a broad range of roles in a startup company.

Please submit resumes and enquiries to

While the case cited had more to do with Ethical Vegetarianism being a recognized religion whereby accommodations should have been discussed, I guess their point is made.

Either way, they’ll still be bringing home the bacon.

(Thanks Scott!)