Navigating Workplace Balance: Thanksgiving Tales, PTO Mysteries, and HR Communication Challenges

Thanksgiving brought its own share of joys and challenges for us. Cece reveled in her baby's first holiday feast, a heartwarming personal story that sets the stage for our episode. Meanwhile, Warren wrestled with unexpected home maintenance issues, reminding us all that life rarely goes as planned. As we returned to the office post-holiday, we faced the whirlwind of new hire orientations and workplace gossip. Ever wonder how a simple rumor about PTO can cause chaos? We unpack this and stress the importance of nipping misconceptions in the bud to keep workplace harmony intact.

Have you ever pondered if unlimited PTO is as liberating as it sounds? We navigate this complex topic, sharing insights into the paradox of employees with unrestricted leave taking less time off. Compare that to those with traditional PTO accruals, and it's a curious case of human nature at play. A captivating employment law case study about an IT technician's attendance woes helps us illustrate the critical need for clarity in job expectations. Work-life balance is more than a catchphrase—it's a dance, and we're here to share some notes on getting those steps right.

Professional missteps can haunt careers, as Betty's tale of burnout and bridges burned with competitors demonstrates. Our stories highlight the intertwined nature of HR networks and the minefield of policy misinterpretations. From understanding when and how to use PTO after giving notice to the amusing question of HR's role as an ally on LinkedIn, these anecdotes serve as a reminder that communication is king. We wrap up by inviting you to join the conversation through social media, encouraging you to share your stories and feedback with us. Let's navigate the unpredictable world of HR one story at a time.

Chapters

• 0:02 Workplace Conversations
• 11:21 Personal Holidays and Work-Life Balance
• 22:07 Job Transitions and HR Policies
• 32:38 Feedback and Engagement on Social Media

Transcript

Speaker 1: 0:02

Had you actually read the email, you would know that the podcast you are about to listen to could contain explicit language and offensive content. These HR experts' views are not representative of their past, present or future employers. If you have ever heard my manager is unfair to me. I need you to reset my HR portal password, or Can I write up my employee for crying too much? Welcome to our little safe zone. Welcome to Jaded HR.

Speaker 2: 0:46

Welcome to another episode of JNHR, the podcast by two HR professionals who want to help you get through your workday by saying everything you're thinking, but say it out loud. I'm Warren.

Speaker 3: 0:56

I'm Cece.

Speaker 2: 0:58

All right. Well, we don't have a guest today, we don't have any plan for today, so let's just see where the hell our imaginations take us on this tour. I should have put out a little announcement. We weren't going to put out an episode last week for Thanksgiving. I did not do that. I didn't do a lot of things lately, but yeah, let's see what's been going on in your life first, before we get into the topics. What's been going on in your life first, before we get into the topics.

Speaker 3: 1:25

Oh well, I've been in the I've just been digesting since Thanksgiving, and it was the baby's first Thanksgiving, so she had all of the sweet potatoes and we have all the pictures, so it was really nice.

Speaker 2: 1:38

Yes, I'm sure.

Speaker 3: 1:40

All over her face, oh yeah, and she grunts too, which is my favorite Because, like now, I think she's very like food motivated, much like me. But yeah, she like will make these little grunts, like if she sees food she'll be like huh, and I'm like, oh jeez, she's very aggressive.

Speaker 2: 2:01

Oh gosh, yeah, I remember those ages, it was fun. Yeah, I remember those ages, it was fun. Yeah, I had a small Thanksgiving I like smaller Thanksgivings Just me, my wife, one of my children and my in-laws, and you know everybody. The in-laws left in one piece and I left without flowing too many coronaries, but it was okay. It was okay Our first Thanksgiving here in this new house, which is good.

Speaker 2: 2:27

But we got hit with a cold freeze and we noticed, for the first time living there, we aren't getting warm air from the heat. The heat seems to be working but it's not getting into our bedroom. So we called the builder and he sent his AC guy out and they put the wrong size ducting, apparently from the unit to our bedroom. Everywhere else is fine. The rest of the house is perfect. Temperature all the time, Our bedroom, we have the house set at 72. It's 60 degrees in our bedroom and things like that. So they're going to be out here Friday fixing that. So yeah, but the things you don't know until, like when we moved in, whether it was a winter or the summer, wasn't bad. It didn't affect us in the summer as much, but I don't know why. But that was, that was interesting, but you know just some fun stuff going on, let's see anything else.

Speaker 2: 3:13

The last three weeks it's been full throttle at work. It's been crazy and it was nice to have. I took I took Black Friday off and it was nice to have a four day weekend and now my PTO is pretty much gone, for I need to start building that bank back up and things like that. So, yeah, needed that four-day weekend just to relax, recharge and get back into things, and you know it was so funny. A few people did work Friday. I did check my email Saturday just to make sure I wasn't missing anything crazy. I did check my email Saturday just to make sure I wasn't missing anything crazy and I had like two emails, neither of which really needed my attention or response, or just more. I was on the email. So love that when I miss a day of work and I didn't really miss, Because the worst thing is when you take a day off for work and then you spend the next two days trying to catch up from that one day off of work. Yeah, yeah.

Speaker 3: 4:03

Yeah. Yeah, I feel like everyone so I don't know how it is where you work, but last week, starting like Tuesday afternoon, it started to become a ghost town, yes, so like no one was there, no one was getting anything done, and then now everyone's back. And I think yesterday was just a little crazy, because now all of a sudden, everyone's back at the same time. Everyone needs something. So I'm like finally recovered after yesterday.

Speaker 2: 4:31

Yeah, and yesterday for me, I had orientation, so we had new hires, so we did orientation, and then I had meetings the entire rest of the day, and so today I was playing catch up from, even though I didn't have anything catch up from from Friday missing. I had played catch up on Tuesday for Monday, but it was all good. And the longer I was, I was there till like 630, just to, just to not. I'd rather just get it done and fight the bullet until I, you know, so I don't have to continue being behind on the next day tomorrow, so I won't have to be behind. Or today I wasn't as behind, so it was crazy. So, yes, the year end of the end. We don't even do open enrollment and we're not a calendar year, benefit year, so I'm just glad we don't have an open enrollment. On top of all this, oh, that'd be crazy.

Speaker 2: 5:23

No, not at all, and reviews and everything else all at the same time and stuff. So the only thing I had that I really wanted to bring to the table today was a story from a friend working in HR, and I've experienced this to a lesser extent as well. Gossip, that stupid gossip that kills. Employee A apparently told employee B oh how much have you used all your PTOs? You'll lose it in the year, which is not the policy, apparently. So the employee calls the HR, rather than looking in the handbook, where it would be right there what it is, and says this is not fair. I wasn't told I'd lose my PTO, yada, yada, yada and all you know pants on fire and acting crazy and let know your PTO rolls over, there's no use it or lose it.

Speaker 2: 6:14

Well, thus and per those said and well, are they in HR? And that's another thing. Getting your HR advice from someone who's not in HR and not in HR in your company We've talked to any number of times. Oh well, my buddy's, best friend's wife is in HR at whatever company and says that you're doing it wrong. Of course we're doing it wrong, according to them. But why are you getting your information from some? You know the guy in the desk next to you and then, if you have that type of question, the handbook, the handbook, the handbook, it's, you know the handbook.

Speaker 2: 6:47

It's right there, it's easy, it's a yes, but people want to be dramatic, I suppose, and things like that. So I've been in those situations. I know how frustrating it is. I just want to sometimes reach out and grab someone around the neck so shake them a little bit, yeah, and go from there someone around the neck, so shake them a little bit, yeah, and go from there.

Speaker 3: 7:09

Oh my gosh, people just need to like kind of just mind their business.

Speaker 2: 7:13

Yeah, and why take HR information from anybody other than your own HR department? And with something like I don't know PTO or bereavement, all those like policy type things, the first thing I'm going to do before I call anybody is I'm going to go to the handbook and I would think I would believe I'd think that even if I wasn't in HR. My daughter had a question for me about something and I told her what's your company's handbook say? You know it doesn't. I don't know that's a policy question. You asked me how FMLA works. I can tell you that and how it works all day long. You ask me about you know ADA or ADEA, all those little fun acronyms I can tell you. You know the definition all day long. But when your company has its own policy, you know use it or lose it if it rolls over, if you have maximum accruals. Or you know you can buy out PTO. I know so many people want to sell back their PTO sometimes and things like that. Some companies do it, some don't, and it's just read the handbook.

Speaker 3: 8:18

Speaking of PTO, we had our company made like a change this year and announced that starting next year they revamped the way you accrue PTO, but now they're giving us two additional floating holidays, so I'm very excited I get two extra days next year.

Speaker 2: 8:35

Oh, so you get everything you've always had, plus two additional. Yeah, awesome, awesome. You know, here's one thing I know a company that when Juneteenth became a holiday, they took away Columbus Day. They took Columbus Day off the counter. They sort of flipped out Juneteenth and you would have thought it was the end of the world In first, columbus. Of all the federal holidays, I think Columbus Day is probably the, and if I were to say this in like Philadelphia or somewhere with a heavily Italian population or whatever, it would not go over so well. But you know, columbus Day is probably towards the bottom of the ranking. You know Presidents Day, mlk Day, new Year's Christmas, thanksgiving Fourth of.

Speaker 2: 9:23

July, memorial Day, labor Day, Veterans Day, all those are, you know, sort of top tier, and then you get veterans.

Speaker 3: 9:31

Or no, excuse me.

Speaker 2: 9:32

Then you get Columbus Day and it's like if there's one to go, I guess I would have to say yeah, that would have to be, but you know, I think it's Indigenous Peoples Day now. Yeah, depending on where you are, it's both yeah. It's both Some people Indigenous Peoples Day, yeah, but so that might make it more important again, I guess, than than just Columbus Day.

Speaker 3: 9:55

Yeah.

Speaker 2: 9:56

Who? Yeah, so yeah, it's interesting. Why not just? You know I've had the discussion, you know you go why not just? You know I've had the discussion, you know you go. Okay, january, you have New Year's MLK Day. February, you have President's Day. March, I don't think we have anything. April. So we need something, a holiday like in March and April, because now we have one in May, we have one in June, we have July, we don't have anything. August, then we get September, october, november, december. So we have, we need to find something. A friend of mine was a huge advocate of making September 11th a national holiday, the National Day of Mourning or whatever remembrance I forget what they called it. But we need something in March and April too. We need to come up with a good holiday in there so we can have a day off without PTO or three-day weekend.

Speaker 3: 10:43

I think this is the conversation that I was not a part of, but, from what I gathered, how do you decide what holidays to give? I think their overarching theme was we'll just give you two extra holidays and you just use them as you want. Now we have three floating holidays. If you're like, hey, I'm going to, you know, take off, for you know, I don't know, but like any holiday you want, it doesn't matter Any religion. So I think that was kind of like their fix. And I don't know, I'm four, just give me more. I'd like another. Give me a fourth at this point. Come on.

Speaker 2: 11:21

My wife's company has a floating holiday. They call it a personal holiday her company and you can. You know, if you want your birthday, you want some obscure holiday that nobody else has ever heard of, or, you know, opening day of baseball season, whatever you want, you can take that day and I like that idea of one personal holiday, just so you know, this is a maybe you and your spouse's anniversary. You know, just take that off with a or something like that. Just yeah, I don't know, I would like more paid time off.

Speaker 2: 11:57

I, you know, my wife and I were discussing she's been with them for 16 years and she seven or eight weeks I forget how many of PTO and I have crew four. So you know she has all this time to burn, all the time and I don't like. You know, we spent two weeks in Utah this year and then most of my other holiday was moving. I spent, I took a week off from moving and then you have the rest of my other week was a day here, a day there, doctor's appointments taking. You know, go picking up my kids from some college or something like that, and there's your four weeks before you know it Right, and it's like I didn't do anything.

Speaker 3: 12:34

I know it's like those four weeks are just like life things they're not like holiday things, and that's yeah, that's the hard part, and that's yeah, that's the hard part. Like I'm I don't know I'm I just feel like if you're a salaried employee, depending on the work you do, that it, you know, with caveats yeah, at some point you're just responsible for your output and you, being in the office, like if you can manage your time off, then manage it as long as you're getting your deliverables done.

Speaker 2: 13:05

I don't know, that's just my thought I like that idea a lot, the unlimited PTO and I've read an article and I think we've been on God Help Us Shirm that people who get unlimited PTO aren't using it excessively, and even some of them, I think we're saying I wish I had the article in front of me that people with unlimited PTO are actually using less than people with allocated PTO accruals and things like that. So I found that really interesting. If I had unlimited PTO I'd still be getting stuff done. But you know what? It's a nice day. I'm going to go just have a me day today. I can. I can if I can do it without interfering. You know work would come first. That's the whole thing.

Speaker 2: 13:53

I had a discussion with somebody about work coming first. You know talking about work-life balance, but without a job you can't afford to go on that vacation, you can't go buy the stuff you want, you can't go socialize, go to parties and things like that. You need to work. So work has to come first. But once you've got that taken care of, then you know I want to take a three-day week and go hiking in the mountains. Hey, sounds awesome, let's go for it. Have fun, as long as everything else is taken care of. Yeah, yeah, I'd be interested. I'm really curious about unlimited PTOs. I always thought it would be abused to hell. Actually, one of the classes I'm taking this semester is employment law and we had to do a case study. And we had to find a case study. And we had to find a case that was interesting to us from the NLRB administrative judges Yay, fun stuff. And I dug deep, I was trying to find something and I looked, narrowed it down to the state of North Carolina and I was looking and I found a certain company my daughter Once Upon a Time Work. So I was like, ooh, I'll check that Somehow. It came up in North Carolina when you look under the NLRB administrative judge decisions and, anyways, here's a case study for you.

Speaker 2: 15:11

The theme of this whole entire story is never give up a good reason to fire a bad employee. So this person came aboard and they were an it help desk technician and it required to work on call. Every once, every four weeks, you would be on call it's a rotating on-call thing and he he complained right off the back. He was complaining. Oh, nobody told me that. They said here's the position description that you applied to. We did. It was discussed. Nobody told me that. So they tried to work around him, have other people schedule his time and things like that. First you come out and say you can't work on call, that's, that's a requirement of the position. I'm sorry, you can either do this or you can't do this. Make. I'm sorry, you can either do this or you can't do this. Make your decision.

Speaker 2: 15:58

And apparently he was very vocal and adamant not very professional about this, complaining about having to be on call. But they kept him and he only worked for this company for three months. In that three months he missed over 20 days of work. Hmm, I don't care if it's PTO, every grandmother you've had has died. I don't know. You've got to be here more than 20,. You know of those three months you can't miss that much time. I'm sorry, you know you've got too much else going on in your life right now. You know let's just go our separate ways at that point. But no, they kept him.

Speaker 2: 16:37

And so what happened? He ends up complaining to his co-workers and his co-workers actually filed a complaint against him because he was nagging and implying that always asked him how much they make and and things like that, and saying I don't get paid enough to do this and and this is just garbage and whatever. Now, mind you, in the case it said, he went from making like $30,000 a year to $78,000 a year when he took this position. It was a huge jump for him and he's still complaining. But anyways, he would complain he doesn't get paid enough for this. And his other employees complained to their manager and HR that this person is annoying them. He's really driving down, he's pestering them about how much they get paid and things like that. And so finally, his manager's manager sent an email to HR and said oh, I need you to look in the handbook and find a way we can fire him for talking about his salary. So they put that in email and that email was discoverable and they found it.

Speaker 2: 17:44

So they did fire, end up firing him and he sued, went to NLRB and they got found in favor of the employee, the rotten employee. I mean. They had so many opportunities to let him go for a legitimate reason, even in the apparently in the termination meeting, they told him they were letting him go for talking about discussing his salary with others, which you know. That's a that you have that right to do. But you know, if you're, even if you're doing it for a new legal reason, you don't tell them, you don't put them at a race. You know, if you're, even if you're doing it for a new league, or you don't tell them, you don't put them into race. You know this just isn't working out, dude. You know, you, you, you, you're a poison pill your employees, your coworkers, are complaining about, yeah, you're annoying them and being disruptive to the work environment. You're missing so much time from work. You're not happy here because of the rotating.

Speaker 2: 18:33

Oh, the one time he had to, they forced him to do an on-call. He didn't answer the phone when he was on call and he said he slept through it and then he said he wanted someone to. It was a text message, a message alert that he would get and he said he wanted someone to call him. So the boss said, hey, you need to take care of it. They called him one time and then he went the next day into the office till the boss removed his contact information from his phone and told HR to remove his phone number from all the company directories etc. And he gave them a million good reasons to fire him along the way. And yet they put something stupid in writing. And this is a I mentioned it's a company my daughter worked for once. This is a very, very large company nationwide. You'd think they probably have multiple HR offices in there. I was just like come on, people.

Speaker 3: 19:27

So silly, so silly.

Speaker 2: 19:30

Don't give up a good reason to fire a bad employee quickly, but they're much generous.

Speaker 3: 19:38

Yeah, seriously, and, like you said, it's for the bad reason, like he married the person for the bad reason.

Speaker 2: 19:46

And he got reinstated back pay like, I think, three times his back pay for the time it was from the time this got set up. Now, why would I? I would pay extra money not to have to reinstate this person. Hey, I'll pay another year of salary not to reinstate this person. I don't know, because you're just bringing a problem back in and now anything you say you were five minutes late today. Oh, you're retaliating against me.

Speaker 2: 20:15

I can picture it now with that type of employee retaliating against me. I can picture it now with that type of employee and they had to post employee post notices to all their locations nationwide about you are allowed to discuss your wages with your coworkers and they had to send to all current employees with that same notice and then snail mail their former employees over the last I don't remember how long it was the resolution of it. I'm like, geez, that's just for one stupid and it was a bad employee, bad managers, you know, and they probably weren't getting the well until that director. Whoever sent the email to HR. Can you find a way to fire this guy for talking about his salary? Yeah, that was an interesting case study and it actually got me fired up while I was writing my paper on it, but it was interesting, interesting. So you know.

Speaker 3: 21:10

So I have a funny story and I want to get your reaction on this because this came up this week. So someone who I know their direct report quit. Now their direct report is like quintessential Gen Z but for anyway she had quit. She gave her two weeks notice and then she said that she was moving back out of state, she was going to go live with her family for a while and she's just going through some emotional stuff and she's got to go figure life out. So you know, this person was like that's fine, that's disappointing, you're a great employee and they've had like a really good rapport over the years. Yeah, so she's been working for this person for years and they're like almost kind of like, had a direct like, had that direct rapport manager relationship where they would go have drinks after work.

Speaker 3: 22:05

So they were kind of like you know, they were close. Anyway, this person was like oh, she was at a networking event. She bumped into someone and said oh, did you hear about so-and-so, let's just call her Betty. She's like oh, did you hear about Betty? And she's like no, what happened? I know she like moved back like to her home state and she's like no, she apparently is like took a position with their direct competitor and like didn't tell her and also started working the job like a week. So she has a week overlap where she was working both jobs at the same time.

Speaker 3: 22:45

Oh, oh, yeah, so she has a weak overlap where she was working both jobs at the same time. But anyway, like so she peaced out, hasn't said a thing to this person, to the manager, to this person, and anyway I was like, oh, that's a silly mistake, this is this individual's first job, this is Betty's first job. So I was like, oh, that's like a bad bridge to burn, you know, like it's just so bad. But anyway, I just wanted to share that with you because I thought that was like an interesting scenario.

Speaker 2: 23:13

And not only that, they found out through networking and she's burnt a bridge somewhere. That bridge is burnt and other people are going to find out about it and I don't think people understand. You know who knows who in the HR world and once you get at a certain level, it's a small world. Once you've been in the industry, in a certain location or industry for a few years, it's a small world and you get to know who else and don't burn your bridges. Okay, here's something that happened to me. This is a real story.

Speaker 2: 23:55

A mine employee comes in on Tuesday, says that the 20, tuesday, I forget what date it is, but he was giving his two weeks notice and saying his last day is going to be November 20, friday, november 29th. I'm like, okay, fine, I'll count that as two weeks. I'm not, you know, I'm not going to raise a fuss over a day or so. And he says well, I'm going to use PTO. He goes well, actually, today's my last day because I'm going to use PTO. The rest says oh no, you're not.

Speaker 2: 24:25

You know, you have to be employed to use your PTO and if you're not working, you're not employed, you can't use your PTO. And the policy actually I forget the verbiage of the policy that you know you can't use your PTO. But we also have a policy If you leave on good terms, you'll get paid out your PTO. And good terms giving proper notice, turning in your equipment, handing over whatever you know, assisting in the transition, all that other fun stuff that you may have to do to leave, and so all's he had to do. And he rose up that you're forcing me to come in and I said I'm not forcing you to do anything. If you want your PTO, you'll work through the 29th and then you'll be paid out. Now I have an appointment. I said then take a PTO day for that day, that's fine.

Speaker 3: 25:11

Yeah.

Speaker 2: 25:12

He was just really something else. And he ended up not coming into work on the 29th and I was like you know what, just screw you, I'm not going to deal with you over another eight hours. You know, your eight hours of PTO is not worth any of my headache. So just goodbye, get good riddance gone and things like that. But he only had like eight days of PTO or whatever. That's why he came in on Tuesday, oh actually, but today's my last day, so I'm like, whatever it's worth the cost to get rid of you. Thank you, just leave Goodbye.

Speaker 3: 25:50

Just leave.

Speaker 2: 25:52

You know, one day and I went in, okay, yeah, one day I don't, you know, I'm not going to care too much that he didn't give proper notice and he swears. He told his boss the Friday before and his boss was like I haven't talked to him in a while. He works in a different location. So I'm like, okay, whatever. But it was just. You know, once again, read the handbook. It says to be eligible for PTO. The PTO payout policy is da-da-da-da-da-da-da, read it. Yeah, and he struck a nerve with me and just, I think he's getting bad information, bad direction from somebody else and oh, every other company allows you to do this. Every other company can do whatever I said. Every other company can do whatever that other company wants to do. That's not our policy, that's not the way we do it. Yeah, like I said, I think he was getting some bad influence from somebody, either a family member or a social media influencer or something like that.

Speaker 3: 26:49

So it's the social media influencers.

Speaker 2: 26:52

Yeah, it is. Oh well, speaking of which, dan from HR was on somebody I almost never go on LinkedIn. I had five minutes between meetings and I decided I would just go on LinkedIn. I had five minutes between meetings and I decided I would just go on LinkedIn. First thing I see is Dan from HR, and some of the picture that the original poster did was someone who, up assigned, said HR is not your friend and gives all these reasons, this things, and he calls her out. And well, I'm not saying that. And he said well, you did say that. You know, that's exactly what you just said. And it was. It was fine.

Speaker 2: 27:23

I didn't get to read the whole chain of comments, but yeah, I thought it was funny. You know one of these influencers and yeah, it's, and you know what LinkedIn is bugging the hell out of me to buy in their recruiting system. I'm probably not going to do it, most likely not going to do it. I was so bad when I said well, what if LinkedIn's supporting some of these quote unquote influencers like Erin Magoe or whatever her name is that you know she has zero HR experience, and they are.

Speaker 2: 27:55

She's partnered with LinkedIn on all these things. And oh gosh, I was like gosh, it's just, you're going to use my money to support this person. I don't care if she gets one cent of my recruiting program money. It's like no, anyways, that's just me. No, I get it. Whenever I have a moment, I will accept my invite from the LinkedIn sales rep and discuss that.

Speaker 3: 28:23

I will say I used to love LinkedIn recruiting because it was professional stalking and I loved it.

Speaker 2: 28:30

Oh, linkedin recruiting when you had the recruiter seat was actually really good. Yeah, I'm busy right now trying to help my son find an internship. It is wow. It is rough out there. You would think a kid with a 3.9 GPA from a top tier school in geography would be able to find a good internship. He's not getting any responses from a lot of companies and the only responses he's getting are no's and he's a little distressed. I said no, don't sweat it too much. I need an internship to graduate. Yes, you do, but well you know, we got a little bit of time on our side, but yeah. So anybody out there looking for a GIS geography intern, hit me up. I got a really good one for you. I'm not just saying that.

Speaker 3: 29:19

I will say when I was an intern I don't know if these internships today are paid or not, but when I was an intern they were unpaid and I needed them and they were unpaid and I needed them. You needed an internship to graduate and you worked, but you still had to pay the university for the credit hours for taking. So I'm literally like paying to work and I just stopped the bullshit. Like stop the bullshit. I don't know if unpaid internships are still a thing, but it's nonsense. Pay them.

Speaker 2: 29:53

Pay them. You know, yeah, I'm actually going to, I'm in. My son was in high school. He had to do a job shadowing. He's always wanted to do geography. He job shadowed our county's GIS head of GIS Florida County, and I just wanted to send him an email and say, hey, volunteer yourself as an unpaid internship. All I want is the class credit. You know, the county office is 10 minutes from our house and he could, you know, just go get the work done, get his credit and be done. I would always pay.

Speaker 2: 30:33

We had an intern who was on a special high school program. He's working like 10 hours, a high school intern, 10 hours a week for, or you know, for, eight weeks. You know we can pay $10, $12, whatever it was we got him for. And, yeah, I just you know, if he was doing absolutely nothing, you know productive, then you know. Okay, if it's one of the interns that you know, I don't know, but I can see not paying, but he was actually there to do some, do some real work, but it was, it was interesting.

Speaker 2: 31:00

I don't know if we'll do that program any longer because I think the intern was great, the program was fine, but the school was just a complete CF about doing the paperwork that he needed and they wanted us to complete it, but they weren't sending it to us. And they even says email writers, he needs it to receive class credit. Okay, send it to me, I will complete it. I even called and let me complete this form. I want to complete this form. And the school just had no clue whether they were coming or going and I was like OK, you know, that did not, but his daddy knew someone else's daddy in our company or someone else in our company, and that's how, that's how. That's how networking works. People we talked about just a second ago, everybody knows everybody to a certain degree.

Speaker 3: 31:47

It's the dark secret, you know.

Speaker 2: 31:49

Yeah.

Speaker 3: 31:49

It's the dark truth.

Speaker 2: 31:51

So well, I think we'll wrap it up around here. I did not thank our Patreon supporters Hallie, the original Jaded HR rock star, bill and Mike, so thank you for your continued support. Just some administrative things. So we will have another episode in two weeks and then we will come back to the first week of January, take a little time off once again, so I'm letting you know ahead of time unlike last time for Thanksgiving, we're going to just take a couple of times gone, but Cece and I have a great idea for 2025.

Speaker 2: 32:23

I think y'all will enjoy. I don't know if it'll be separate episodes or a segment. I don't, I haven't thought that out too much, but I think I'm looking forward to it. I think it'll be a lot of fun. So stay tuned and tell your friends. And also, cece and I were talking. I haven't solicited feedback from y'all listeners in a long time, so get in touch with us, hit us up on social media. The text send me a text is in the show notes. You can click on it and just send us a text. It works really well. Plus, we have a text number in our show notes that are accurate. You can call and even leave a voicemail if you wanted things like that. So yeah, great, great stuff there.

Speaker 1: 33:02

So we want to hear from you Instagram?

Speaker 2: 33:05

check us out on Instagram. That's where I am. That's the only place. I have jaded HR accounts everywhere, Even at TikTok, but I only go on Instagram.

Speaker 3: 33:15

And you can always follow me. I'm BoozyHR.

Speaker 2: 33:17

BoozyHR, boozy underscore HR. Oh, boozy, and the link is in our show notes as well.

Speaker 3: 33:23

Oh, that's so cute.

Speaker 2: 33:31

Yeah, boozia, and the link is in our show notes as well. Oh, that's so cute. Yeah, hit us up. You have any questions, comments, stories, anything like that, interesting stories? We're thinking about it. Another thing we're thinking about doing is getting some listener feedback for some topics, so we will work on that as well, so yay.

Speaker 3: 33:44

We have things cooking.

Speaker 2: 34:06

Yeah, the kitchen been a blast, a lot of fun. So, anyways, the intro and outro music is the underscore orchestra Double the Devil and the voice artist is Andrew Kolpa, who does the opening. As always, I'm Warren.

Speaker 3: 34:17

I'm Cece.

Speaker 2: 34:19

And we're here helping you survive the HR1. What the fuck moment at a time.