Ask a Manager

It’s five answers to five questions. Here we go…

1. What to say if I’m going to resign because of homesickness

In May, I began my first full-time contract position in my field with a small organization whose mission I am passionate about. I get along well with my coworkers and I’m gaining experience I never would have dreamed of having right after graduating university. It’s a one-year contract that will almost certainly be renewed next year.

The problem? My field is very limited and competitive, so I ended up moving over eight hours away from my hometown to take this job, and I never expected to be as homesick as I am. Though I am generally fine now, my first few weeks at work I would cry when I was alone and had this feeling of a huge hole in my heart. Moving from a mid-sized city to a small town didn’t help (I’m close to my family and I have a small group of dear friends who I also miss very much). So as much as I truly love my job, I am keeping an eye out for another job closer to home.

I would never leave this job without another one lined-up and I plan on telling prospective employers the reason I’m looking to leave my current position is because my contract is ending and I’m looking for more challenges and opportunities, as I don’t think they’d be interested in hearing their location appealed to me. But what would I give for the reason when/if I resign? Despite this being a contract position I know they’re looking for someone who will commit long-term, and I would feel disingenuous saying I was leaving for another great opportunity when the one I have here is one of the best someone my age and at my level of experience could ask for.

I just think everyone will think this reason for leaving is incredibly dumb, and I know being closer to home won’t guarantee I’ll be happier at work or in life (the grass isn’t always greener). I know to some people I must sound incredibly inexperienced and naïve for wanting to leave a great job simply because of location, and I know many people have had to leave their home state or even country just to find a job. Any advice?

People won’t think it’s a silly reason at all! Wanting to live closer to family and friends, and especially in your hometown, is very, very normal and something a lot of people can relate to. You can simply say, “I’ve realized that I want to return to my hometown, where my family and friends are.” Seriously, people will get it; it’s actually one of the most easily understandable explanations for wanting to relocate!

2. Job was supposed to include anchor work, but now it doesn’t

I recently moved across the continent to take on a job as a news reporter. In the job interview via Skype and in emails with a producer, it was indicated that I would be anchoring news as well as reporting. As anchoring is the direction that I would like my career to go in, I accepted the job on this basis.

However, when I arrived and inquired about anchoring, they looked at me blankly as if I was crazy. I produced the emails from the senior producer who had made the decision to hire me. However, just before I arrived, a new news director came on board. She has told me that it won’t be possible for me to anchor and said that I should not have been told that I would be. She said I should embrace the skills I will gain as a reporter. There is nothing about doing anchor work in my contract. What can I do?

Not much, unfortunately. They’re not legally bound to offer you anchor work if it’s not in your contract. You can certainly explain that you took the job because of that agreement if you haven’t already, and/or you can ask if there’s a path to eventually moving into anchoring, but from what she’s said so far, she doesn’t sound open to it. If that’s the case, all you can really do is decide if you still want the job under these terms. I’m sorry — that sucks. (And in the future, be really careful about getting any agreements in your contract. You’re in one of the few industries in the U.S. that regularly use contracts — take advantage of that!)

3. How should my resume address old tasks that aren’t still part of my current job?

I work as an administration assistant in the registry department of a large university. Due to a lengthy restructure, some of my colleagues and areas which the department was previously responsible for have moved to another part of the university, which means I no longer carry out administrative duties in these areas. Let’s say that when I started the job, I did Tasks A, B and C, but now I only do A and B (and occasionally D), with B looking as if it might also be moved out of the department in the next year.

I am starting to job search for a similar role at the same or other universities where experience of doing Tasks B and C might be essential or desirable, but I don’t know how I would mention this in a cover letter or my CV (as well as LinkedIn and other places that want detailed information on your employment history). Since these tasks do not fall under my role presently, how do I go about mentioning my experience in them where relevant, without confusing hiring managers or making it seem like I’m lying?

It’s not going to seem like you’re lying; it’s totally fine for your current job on your resume to include things you did at one point in that job but don’t currently do. You don’t even really need to specifically explain that, although — depending on the context — it might make sense to list them in past tense rather than present tense.

Also, keep in mind that your resume shouldn’t just be a list of activities you were responsible for carrying out, but rather should focus on accomplishments you had in the role. So ideally you’d be talking about results that you achieved by doing Task B rather than just the fact that you did Task B.

4. Leaving a job soon after turning permanent

I’ve held a contract position for two years and took the opportunity to turn permanent after my contract was up. If I change jobs six months after turning perm, does that look bad? Or is it okay because technically I’ve worked there for two and half years?

Yeah, I’d count that as two and a half years, and wouldn’t worry about it at all.

5. Update: Should I reach back out about a job I was rejected for?

Here’s an update from the person who was wondering if she should reach back out to an employer about a job she had already been rejected for:

I thought of sending you this update today because I just received a note from the HR manager at the organization where I applied, where they have AGAIN re-posted for this same position – it must be cursed or something! So, I did end up reaching out again to the HR manager at Organization A, who told me they had just closed interviews for that position but she would keep me in mind if something opened up. Around then I started a graduate internship at Organization B, which happens to partner with Org A. I casually asked people at Org B their opinion about Org A and heard some negative things, including issues regarding staff retention, and that the specific hiring manager I had interviewed with was a little crazy. Since I was only a few months from finishing my grad degree I was still looking around a lot, while keeping Org A on my radar.

Fast forward a few months, I finished my grad program and Org B offered me a full-time position, which I turned down because Org C, where I had been doing some consulting at the same time, also offered me a position doing exactly the kind of work that I wanted! I’ve been in this role for about 8 months and I’m confident I ended up in the right place. I’m not a huge believer in fate, but this happy end to a very long job search was a good reminder that sometimes things really do work out the way they should when you have patience, put effort into networking, and commit to being excellent at whatever you are doing (even if you feel silly working as an intern at age 40!)

It’s five answers to five questions. Here we go…

1. How important is a local area code when job-searching?

I recently graduated and moved to the Seattle area to be closer to family. In this time of mobility, how important is it to have a local area code? My number is from the Las Vegas area with the associated low taxes. If I transfer my number to a local one, my taxes for cell service will increase by an order of magnitude. And that’s a real budget hit. How vital is it to have a local number, even though I have a local address?

I’m in D.C., where everyone is transient and so tons of people have non-local area codes and it’s completely normal. My sense is that it’s a non-issue for other parts of the country too, but I don’t actually know that for sure — as I am here and not there — so I’d welcome people confirming/refuting that in the comments.

2. Candidates keep calling and hanging up on my voicemail, over and over

I have a new question regarding your post “Don’t stalk my voicemail” from 2010. I read through the comments but didn’t see any advice pertaining to this particular situation.

Lately I’ve had a number of candidates miss my call for their scheduled phone interview and then call me back repeatedly (the last one called back 44 times in less than two hours). Every voicemail I leave clearly states that my schedule for the week is pretty full (it is, unless we have a rare slow week) but that I will call them back at the first available time I have. Those call-backs are usually done during no shows, so I don’t have a specific time to give.

This is happening with probably 5-6 candidates a week, so it is holding up my other work. When I leave a voicemail for candidates, I’d like to specify that they should only call back once/leave one message. How would you phrase this request?

I wouldn’t ask them to call back at all — I’d tell them to email you about rescheduling. It’s more efficient and it allows you to respond to them when it’s convenient.

And actually, since these are scheduled phone interviews, I wouldn’t reschedule at all unless when they reach out to you, they proactively offer a compelling excuse for missing the call, because missing a scheduled interview isn’t something you should take lightly. To convey that it’s not an automatic reschedule, I’d say something in your message like, “I’m calling you at 2 p.m. for our scheduled phone call. If you get this in the next few minutes, please call me back at ___. Otherwise, if you’re still interested in the position, please email me at ____.” Then, when they email you, you can factor in whether they sound mortified or cavalier about missing the appointment.

3. Employer harassed me about pumping at work

I was an exempt employee, mid-level manager who was lactating for about one year when I was told I was no longer allowed to pump in my office because it made others uncomfortable. I was forced to use a lactation room, and even if it was occupied I would have to wait.

I developed mastitis because of the issue, and even though I had to start weaning the baby because of the harassment and hardship, I attempted to relieve myself behind a bathroom stall, when my employer followed me in and waited behind the door, insisting that I was not allowed to pump/relieve my engorged breasts in the bathroom.

Two months later, I was fired after I brought it to HR’s attention. My main question is, what do you make of the bathroom policing?

I make of it that your employer subjected you to a hostile work environment, possibly illegally so.

Because the federal law that requires breaks and appropriate pumping space for breastfeeding mothers is part of the Fair Labor Standards Act, it only applies to employees who are non-exempt (as that literally means “not exempt from the FLSA”). In other words, there’s no federal law that gives exempt employees those same protections. However, some state laws do, so you might check if your state is among them. (Also, the Supporting Working Moms Act of 2015 would extend those protections to exempt employees. It’s currently in a congressional committee, and if you support it, you should ask your members of Congress to support it too.)

However, it’s very possible that a court would consider the bathroom behavior to be sex-based discrimination or a violation of the Pregnancy Discrimination Act. An employment lawyer could talk to you about all the details and advise you on that.

And speaking of being exempt…

4. Asking to reevaluate whether I’m exempt

Is there a tactful way to ask my manager if we can reevaluate whether I’m exempt? Last spring, my office suddenly reclassified everyone as non-exempt. I was told not to work more than 40 hours a week without prior approval, and my then-manager and I discussed workload and accepted the new classification. I was a bit surprised at my reclassification but did have quite a bit of discretion on initiating new processes, so I thought maybe they were just trying to fall on the safe side.

The owner heard I was reclassified as non-exempt and had me switched back to exempt because my work “is very important” and I often have to stay late. Not the best logic, but there you go.

Recently, my work has become less and less independent. I’m told to research a number, get a letter prepared, create a list of leads, etc. and I do it. I also consistently work 45+ hours a week, though my timesheet isn’t allowed to show more than 40. I’m starting to really doubt that I’m exempt, and want to raise it with my new manager.

Yeah, they can’t make you exempt just because your work is important and you stay late. In fact, it’s really not up to them whether your role is exempt or non-exempt; they need to comply with the definitions laid out by the federal government.

If you’ve looked at the qualifications for each and are pretty sure you should be non-exempt, I’d say this: “I’m concerned that my role doesn’t actually meet the federal regulations for being exempt because of X and Y. I think we could get into trouble if we miscategorize me, so I wanted to ask that someone take another look at it.”

5. Should I apply for jobs where I don’t meet all the qualifications?

When I attended the Illinois Paralegal Association (IPA) career seminar last October, they told us if the job ad states they want someone experienced or someone with a specific amount of experience (2-5 years, 3 years, 5 years, 5-7 years, etc.), then we shouldn’t apply because that’s what they want and there’s no sense or point in applying for something where you’re not qualified.

However, several paralegals in a couple of online posting communities I’m a part of have told me that the IPA gave me terrible advice and see no harm in applying for jobs you’re not qualified for, as you may be able to eventually convince the employer of hiring someone with little to no experience in an effort to save them money should you be able to secure an interview as a result of applying.

I see it as a waste of time to apply for a job in which they require someone really experienced, as I’ve seen plenty of job ads that tell applicants if they don’t meet the requirements then not even bother because no one will even look at their résumé. What’s your take on this?

Employers frequently end up hiring someone with less experience than what they put in the ad. Of course, there are limits to this; if they’re asking for 10 years of experience, there’s no point in applying if you only have two. But if you’re close to what they want but not exactly there (for example, you have two years of experience and they’re asking for three to five), you should apply, especially if you’re a pretty close match on the rest of the qualifications.

In some cases, the requirements in job ads truly are rigid. But much more frequently, there’s some flexibility in there. If you can make a compelling case for your ability to excel at the job, go ahead and apply (and make that case).

It’s five answers to five questions. Here we go…

1. Former cofounder is trash-talking our organization

The cofounder and initial executive director of our small nonprofit was fired a few months after we launched for gross failure to carry out responsibilities and in no small part because of the way she treated the staff and other board members. As we were just starting out, we didn’t have the paperwork or foresight to have her sign an NDA. We have since found out informally that she is telling people she was pushed out because of “untrustworthy behavior” on the part of the other board members and not because she was at fault (naturally), and has been contacting our volunteers and saying negative things about our board and staff. Since none of this is public, we can’t figure out how to address her without her taking it as validation of her version of events and potentially escalating her behavior, or to make it publicly clear why she was fired without looking unprofessional ourselves. Is there anything we can do?

For what it’s worth, we have not done any of the things she accuses us of, and our organization has thrived in the several years since her firing. We are of the opinion that her behavior since explains why she was fired and that she comes out looking the worse for it. However, her behavior has caused some distress for our volunteers which we’d prefer to spare them, though it doesn’t quite reach the level of harassment. We’d also like to know how to handle inquiries should anyone contact us to check her credentials in the future.

If you really want to push it, you could talk to a lawyer about whether you’d have grounds for a defamation case. If you did, it probably wouldn’t need to go that far. Often a stern letter from a lawyer will solve this kind of thing. But that’s not necessarily the best way to go; it’s possible that it could inflame her further and make things worse. Or not — it’s also possible that it could work (although then you also risk the “oh, I’m not legally allowed to talk about what happened there” remarks, said in a tone that implies “I blew the whistle on them molesting children.”

If it’s been a few years, I’d lean toward just letting it go and assuming that she’s making herself look bad.

As for the question of references, you’re under no obligation to give one. You could simply say, “We’d rather not comment,” which is its own breed or damning. Or hell, you could give a fully truthful one, but “no comment” is probably a cleaner way to go.

2. New boss quit right before I’m supposed to start

I had accepted a job offer and will start in the next two weeks. Today, I received an email from the company that my “new” boss whom I would’ve report to has given her notice. Mind you, she has only been with the company for 1 year. This is a big concern for me as she was one of the main reasons of my acceptance.

Also, the location is a bit further for me but I was willing to overlook it because the opportunity to work for her would outweigh the cons. In addition, the other staff member I interviewed with are fairly recent hires with the longest length of service of 6 months. There seems to be a lot of turnover.

I forgot to mention that now the position will be reporting to the VP temporarily who resides out of state. There seems to be many red flags. Would it be okay to not accept the offer? I don’t feel comfortable going into a job with so many doubts.

Ugh, this sucks. It’s always a little tricky to accept a job primarily because of who you’d be working for, because that person could leave at any time. But in this case, you have the benefit of finding that out before you’ve actually started.

I’d do this: Knowing what you know about the offer now (the location, the unknown boss, the temporarily remote reporting structure, and everything else you already knew about the job and company), do you still want it? Would you have accepted it originally with these conditions? What if you’d started with the old conditions, but it had changed to this set-up a few months in?

I don’t know what your answer should be, but that’s what I’d be looking at to try to figure it out.

3. Pointing out a lack of diversity in our materials

I work at a public university. The team that produces the annual report has recently started publishing them as a calendar. Last year’s had beautiful pictures of our building’s architecture, but no people.

This year’s calendar had pictures from across our campus during the 1940’s/1950’s, each focusing on a group of students. I couldn’t find a single person of color represented in any of the photos. Our campus has had some serious diversity problems in the past, and diversity is a huge issue within our unit’s professional community. Diversity and inclusion are a huge part of our professional training, where we are very literally asked to look for diversity within any materials we are assessing.

I know we have photographs that would have shown diversity within our student population during this time, and I find it hard to believe that out of the 13 slots to fill, at least one couldn’t have been included. I’m presuming that this was simply an oversight by our fundraising team and there was no purposeful intent to exclude any specific groups of people.

I would like to say something about this but I don’t want to be an asshole and I don’t want to get anyone in trouble. We are a public university, so I’m worried that criticism like this may trip some more official discrimination investigation triggers that would be inappropriate. How can I make this criticism but not come off as a jerk that got someone in trouble? I’m pretty new and don’t have 1-on-1 rapport with the higher-ups.

Approach it from the assumption that someone just didn’t notice and would appreciate having it pointed out (which is probably the case). I’d say something like this to your boss: “I know that we’re making a big push around diversity and that we’ve been asked to be careful to make sure that our materials show diverse groups. Would it be worth pointing out to someone on the fundraising team that all 13 photos in the calendar are 100% white?”

Or, if you have standing to approach the fundraising team yourself (which depends on your role, internal politics, and probably just how new you are), you could say to them: ““I know that we’re making a big push around diversity and that we’ve been asked to be careful to make sure that our materials show diverse groups, so I thought I should mention to you that the photos in this calendar somehow ended up being 100% white. I know you can’t change it now, but I wanted to flag it for future materials.”

4. Listing old honors and awards on a resume

I recently attended a workshop given by a professional with 18 years in the HR industry. She stated that it is acceptable to put honors and awards on our profile that we feel will be most interesting to the world/recruiters. How far back can you/should you go?

For example, I received awards for creative writing, service awards four years in a row, was a debate participant award, and Vice president of a youth group (of my peers at the time). The problem is, these occurred a considerable time ago. What is your take on this ?​

Don’t use up the resume space on them. You have very limited space on your resume, and you want to use it on things that will truly strengthen your candidacy. Awards from a long time ago won’t do that, unless they’re truly exceptional and unusual. (If you won a Nobel Prize, you could keep that on. Debate participation, no.)

Even if you feel that you have the room, don’t include them because (a) when hiring managers skim the page, you want their eyes falling on something strong, not on a service award from 15 years ago, and (b) you don’t want to imply that you haven’t done anything notable since then.

5. Required to work on a holiday

Martin Luther King, Jr. Day is listed as one of my paid holidays in my benefits package and offer letter. I just found out I need to work this day and that I will lose the paid holiday. Is my employer required to give an alternate paid day off? I am salaried, exempt, and work at a nonprofit in Wisconsin.

Nope, they aren’t. No law requires employers to offer paid holidays at all, and they can revoke them at will, unless you have a written contract specifying otherwise. I think you might be thinking that because it’s listed in your offer letter, that’s acting as a sort of contract, but nothing in there prevents them from changing the terms in the future. It’s pretty normal for exempt people to have to occasionally work in an evening, over a weekend, or during a holiday.

All that said, you could certainly ask your manager if you can take the day off on a different day. Many managers will be fine with you doing that.