The Five Most Idiotic HR Policies Ever

Ask a company recruiter the state of the jobwaiting until the last minute to make such a
market, and she'll tell you that certain, key jobsdecision, when hundreds to thousands of dollars
are always hard to fill. A great marketing chief, aare at stake.3) ABSENCE OF COMP TIME
terrific CTO or other pivotal 'value creator' is notPOLICIESSmart companies hire smart people, and
born every minute. So which companies end upthey use Comp Time policies to give these folks
with the talent? The ones that treat people likesome time off when they earn it. Comp time is
adults, rather than like irresponsible children. Thejust a way of saying that when you've worked a
ones that assume that people are doing whatlot of hours (and you're also a salaried employee,
they're hired to do, without being watched likewho can't be paid a dime for that overtime) you
hawks. The companies that will always get theshould be able to take some time off here and
talent, when competition is stiff, are the onesthere. Comp time allows people to go see the
who don't allow in idiotic HR practices like the fivedoctor, go Christmas shopping, or otherwise take
prize turkeys listed here.Here's our roundup ofcare of the business of living without using
all-time most offensive HR policies. If these soundvacation, sick or personal time. If your company
familiar, you might want to think about whetherdoesn't hesitate to let people work on weekends
your talents would be more highly valuedand at night, but won't hear of a Comp Time
elsewhere!1) FORCED-RANKING SYSTEMSYoupolicy to even things out, then I've got a couple
know these systems, especially if you've everof websites (Monster, HotJobs and CareerBuilder,
worked in the technology industry: they're theto name a few) you've got to see.4) TALENT
ones that force managers to rank theirREDUCTION POLICIESOf course, there's no such
employees in "best to worst" order, to literallything as a Talent Reduction Policy. I made that up.
rank Susie ahead of Jim and behind Jane in anBut there are plenty of companies who put
annual listing. These policies are appalling. Apartridiculous and draconian restrictions on internal
from the built-in hypocrisy that has the companytransfers and promotions, to the point that
telling everyone all year long, "We're a team!frustrated (but talented) people simply leave the
We're a team!" and then literally pitting each onecompany rather than waiting around for the job
against the other once a year, there's a horrifyingthey want and are qualified for. If your company
philosophy associated with a Forced Rankingrequires your manager to sign off on your
system: the belief that people can be reduced torequest for an internal transfer (and you've put in
one, lowest common denominator (called "worth"your dues: say, one year in the job already), then
or "usefulness" or "indispensability" or somethingthey're asking for a Brain Drain and they deserve
else, although never defined)and listed in rankone. You don't have to get your manager's
order on that basis. What a vile presumption.Ifsignature to apply for a job across the street,
we're not being viewed by our employers as thenow do you?5) CHEAPSKATE EXPENSE
complex, creative, insightful beings we believeREIMBURSEMENT POLICIESTravel is a huge
ourselves (on our good days, anyway) to be,expense for most companies - sometimes it's
then it's time for us to find new employers.second only to payroll when those expense line
Forced Ranking systems don't work, they'reitems are rolled up. But, still. How cheap does a
insulting, and the companies that employ themcompany have to be to take back the Frequent
don't deserve us.2) MATERNITY LEAVEFlyer miles that employees earned with their own
DISABILITY POLICIESAs a corporate HR persondang butts in those uncomfortable airline seats?
for over 20 years, there were policies that IAnd how about policies that say that you can
hated to enforce, and others that I fought totake a client to dinner and spend $50, but only
overturn. Without question, the most absurdspend $15 if you eat by yourself? Yes, it's
benefits-related policy was the one that said toimportant to be cost-conscious when writing a
expectant moms, "If you tell us that you'retravel policy. But a policy that requires you to get
coming back to work after your maternity leave,from Pittsburgh to Chicago on a non-direct flight is
your health premiums will be paid for. But if youvaluing its cash above your time, your mental
say that you're not coming back to work, you'llenergy, and your health. That's simply wrong.HR
have to pay your own premiums." D-oh! Whatpolicies say a lot about what kind of company
would you expect a mom (especially a first-timeyou're working for. Considering a job offer? Ask
mom) to say? She'll say she's coming back tofor (and actually read) the company's Employee
work, ninety-nine percent of the time. After all, noHandbook, and you'll learn a ton. Run - don't walk -
one can say for sure that she's NOT intending toaway from companies that undervalue their
return to work.Why enforce a policy thatemployees every day with bad HR practices. You
encourages people to be less than truthful? Paywon't regret it.Liz Ryan is a former Fortune 500
the blinking premiums, ask the employee what herHR executive, a workplace expert and the CEO
plans are, listen to what she tells you, andand founder of WorldWIT, the online network for
proceed accordingly. If you're going to have toprofessional women. Liz speaks and writes about
replace her, you don't want to have to wait untilthe workplace, HR, and work-life issues. When
the day she's due back from maternity leave toshe's not working, Liz sings opera and hangs out
learn that - surprise! - she's decided to stay homewith her five small kids. She lives in Boulder,
with the baby. You can't blame a person forColorado.