Convict Seeks Job Advice
Q: I am serving time in prison. No, I didn’t kill or hurt anyone. Before my conviction, I had an excellent work history and never had a problem getting work.
Now that I am a convicted felon, I know it’s going to be very hard. I am taking fashion design and computer courses, and finishing my GED. I have even designed a sportswear name and logo. How do I prepare myself for working after my release, and possibly selling my ideas?
A: Re-entering the work world is easier when choosing a field with high demand and a low supply of candidates. But regardless of the high demand, jobs requiring a high level of security won’t be open to those with criminal records.
Though many companies are not willing to hire ex-offenders, the creative fields tend to place greater emphasis on people’s artistic skills rather than on their pasts. To prepare for job interviews after your release, create a sample design portfolio and practice interviewing skills with a counselor. Combining talent with a positive personality should help you land the job you want.
Stressed-out worker drives co-worker crazy
Q: I work in a hectic job where a heavy workload coupled with stress is the norm. A co-worker went ballistic on me and threw a clipboard so hard against a file cabinet that it split apart and left a gash in the wall. This was the icing on the cake.
As a result, I have not been able to sleep, eat or concentrate on my job. My doctor put me on a leave of absence, and I’ve been seeing a psychologist. The day I went on leave, my supervisor told me that the situation would not change. I filed for workers’ compensation, and am waiting for the decision on whether it’s accepted. What else do I need to do?
A: You’ve done everything right so far. If your claim is denied, contact a lawyer specializing in workers’ compensation. Prepare a list for the lawyer of similar incidents that led up to your taking a leave of absence.
Violent outbursts at work open the company to lawsuits, so it’s interesting that your boss said things would not change. If management agrees with your boss, the company may need a lawsuit as a wake-up call to its legal responsibilities in providing a safe workplace.
Firm’s sudden change on benefits may violate labor laws
Q: I work for a company whose human resources department consists of our company president’s secretary, who has no HR training or experience. Our benefits are oral rather than written, but all the employees have the same understanding of those benefits.
We were always allowed four personal days per year, and have typically taken any days we wished. The vice president who heads our small department now insists on knowing the purpose for the personal days. If he doesn’t agree with it, he denies the request.
I see this as a violation of my privacy. Can he suddenly change the policy without notice? Some employees have simply taken their personal days without formal requests, while those of us who ask are being penalized.
A: It sounds like your company is so small that the owners think they can escape labor laws. But no, the vice president cannot change an established company policy without notice. Though your company has no written benefits policy, it must follow its current and accepted practices until it notifies all employees of any changes.
Personal days are meant for absences other than sick time. You should not have to justify why you need to take a day unless it interferes with a project’s deadline. Only then would it be understandable if you were asked to postpone it.