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The Five Most Idiotic HR Policies Ever

Ask a company recruiter the state of the joblast minute to make such a decision, when
market, and she'll tell you that certain, keyhundreds to thousands of dollars are at
jobs are always hard to fill. A greatstake.3) ABSENCE OF COMP TIME POLICIESSmart
marketing chief, a terrific CTO or othercompanies hire smart people, and they use
pivotal 'value creator' is not born everyComp Time policies to give these folks some
minute. So which companies end up with thetime off when they earn it. Comp time is just
talent? The ones that treat people likea way of saying that when you've worked a lot
adults, rather than like irresponsibleof hours (and you're also a salaried
children. The ones that assume that peopleemployee, who can't be paid a dime for that
are doing what they're hired to do, withoutovertime) you should be able to take some
being watched like hawks. The companies thattime off here and there. Comp time allows
will always get the talent, when competitionpeople to go see the doctor, go Christmas
is stiff, are the ones who don't allow inshopping, or otherwise take care of the
idiotic HR practices like the five prizebusiness of living without using vacation,
turkeys listed here.Here's our roundup ofsick or personal time. If your company
all-time most offensive HR policies. If thesedoesn't hesitate to let people work on
sound familiar, you might want to think aboutweekends and at night, but won't hear of a
whether your talents would be more highlyComp Time policy to even things out, then
valued elsewhere!1) FORCED-RANKING SYSTEMSYouI've got a couple of websites (Monster,
know these systems, especially if you've everHotJobs and CareerBuilder, to name a few)
worked in the technology industry: they'reyou've got to see.4) TALENT REDUCTION
the ones that force managers to rank theirPOLICIESOf course, there's no such thing as a
employees in "best to worst" order, toTalent Reduction Policy. I made that up. But
literally rank Susie ahead of Jim and behindthere are plenty of companies who put
Jane in an annual listing. These policies areridiculous and draconian restrictions on
appalling. Apart from the built-in hypocrisyinternal transfers and promotions, to the
that has the company telling everyone allpoint that frustrated (but talented) people
year long, "We're a team! We're a team!" andsimply leave the company rather than waiting
then literally pitting each one against thearound for the job they want and are
other once a year, there's a horrifyingqualified for. If your company requires your
philosophy associated with a Forced Rankingmanager to sign off on your request for an
system: the belief that people can be reducedinternal transfer (and you've put in your
to one, lowest common denominator (calleddues: say, one year in the job already), then
"worth" or "usefulness" or "indispensability"they're asking for a Brain Drain and they
or something else, although never defined)anddeserve one. You don't have to get your
listed in rank order on that basis. What amanager's signature to apply for a job across
vile presumption.If we're not being viewed bythe street, now do you?5) CHEAPSKATE EXPENSE
our employers as the complex, creative,REIMBURSEMENT POLICIESTravel is a huge
insightful beings we believe ourselves (onexpense for most companies - sometimes it's
our good days, anyway) to be, then it's timesecond only to payroll when those expense
for us to find new employers. Forced Rankingline items are rolled up. But, still. How
systems don't work, they're insulting, andcheap does a company have to be to take back
the companies that employ them don't deservethe Frequent Flyer miles that employees
us.2) MATERNITY LEAVE/DISABILITY POLICIESAs aearned with their own dang butts in those
corporate HR person for over 20 years, thereuncomfortable airline seats? And how about
were policies that I hated to enforce, andpolicies that say that you can take a client
others that I fought to overturn. Withoutto dinner and spend $50, but only spend $15
question, the most absurd benefits-relatedif you eat by yourself? Yes, it's important
policy was the one that said to expectantto be cost-conscious when writing a travel
moms, "If you tell us that you're coming backpolicy. But a policy that requires you to get
to work after your maternity leave, yourfrom Pittsburgh to Chicago on a non-direct
health premiums will be paid for. But if youflight is valuing its cash above your time,
say that you're not coming back to work,your mental energy, and your health. That's
you'll have to pay your own premiums." D-oh!simply wrong.HR policies say a lot about what
What would you expect a mom (especially akind of company you're working for.
first-time mom) to say? She'll say she'sConsidering a job offer? Ask for (and
coming back to work, ninety-nine percent ofactually read) the company's Employee
the time. After all, no one can say for sureHandbook, and you'll learn a ton. Run - don't
that she's NOT intending to return towalk - away from companies that undervalue
work.Why enforce a policy that encouragestheir employees every day with bad HR
people to be less than truthful? Pay thepractices. You won't regret it.Liz Ryan is a
blinking premiums, ask the employee what herformer Fortune 500 HR executive, a workplace
plans are, listen to what she tells you, andexpert and the CEO and founder of WorldWIT,
proceed accordingly. If you're going to havethe online network for professional women.
to replace her, you don't want to have toLiz speaks and writes about the workplace,
wait until the day she's due back fromHR, and work-life issues. When she's not
maternity leave to learn that - surprise! -working, Liz sings opera and hangs out with
she's decided to stay home with the baby. Youher five small kids. She lives in Boulder,
can't blame a person for waiting until theColorado.



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