Free adult xxx hotlines
I have never been asked to take these kinds of tests before.
Think of a director of marketing taking a typing speed test. I almost walked out several times, but I figured, “what the hell, at least it’s a good story.” I am now so turned off by this company that I am considering canceling my interview tomorrow.
So what do you suggest I do to get out of this drama? It’s highly likely that HR is going to find out about this at some point.
Because she confided in me and because he’s my boss I’m right in the middle of it. You’d be entirely justified in reporting it to them; your boss abused his power by becoming sexually involved with someone he manages.
They invited me for an interview and asked me to come by the day before for “testing.”Today, I showed up for the “testing“ and discovered that I was expected to take the following tests: typing, proofreading, spelling, and writing a cold open email.
I’d love to talk about the work I’ve done and how I’d approach the position you have open, but this seems like you’re seeking a much more junior candidate. She was found by another employee, rushed to the hospital, and has been on leave.
There should be consequences to that, and you don’t need to protect him from those.
(And when you say “he can’t fire her because then HR would find out” — that’s a good thing.
I don’t want to treat her with kid gloves for the next five years as if she’s too frail to be a valued team member, but also don’t want to cheerfully say “We missed you so much! Part of me feels that we should simply ignore it — not ask her about how she’s doing now, but just update her on changes to our team/workflow as we would if someone was on maternity leave but just be more vague in phrasing — something like “while you were out, we’ve updated teapot printing to use this new program.” And then push back if she’s out of line or difficult, just like we would with anyone else. Just keep it brisk and breezy and don’t leave a long pause where she feels like she has to say something about her absence. I wanted to ask you about this teapot sale.” And yeah, I think “while you were out, we’ve updated X, Y, and Z” is just fine. It’s now November and although I have had video conferences with the team four or five times and many meetings on the phone with my manager, I haven’t actually met any of them.
Complicating this is that my team’s in another location, so we’ll interact via instant message, emails and phone calls, but the visual cues won’t be there. Be matter-of-fact about it, and don’t try to characterize her leave as anything other than “leave.” And yes, treat her normally, including pushing back if you need to (although at the same time, if you can cut her some extra slack there without it impacting your work, that would be a kind thing to do). Is it weird that I’ve never met my manager in person? I don’t have a “dotted line manager” anywhere, but I work with various teams in Europe and North America.
I want to find the balance of integrating her after an absence without triggering negative emotions/responses for her.