Disspelling Myths About the Workplace
Separating myths from truth in the workplace
- Duration 9:18
- Date Dec 16, 2011
Separating myths from truth in the workplace
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Greg -- -- -- -- you know that he's one of my favorite people he comes on each week with us use the executive vice president and chief human resources officer for Dow Jones & Co.
and he teaches us all sorts of things.
About living in the job world and and how to have a great interview in dispelling.
Myths about the workplace and that's really where we're gonna start this morning it's always good to have you here it's always good to be here sometimes you come bearing gifts and and he's now been.
The one of his favorite pastimes I guess -- quizzing me.
Yes because we like to have fun with you know that's a good sport and I'm cheat because I never win -- get to keep all your devils but today win lose or draw you -- holiday gifts and.
She's soon we'll do -- -- -- -- one angry bird I I won.
I I cherish it I think I could add five I only got one but you know be grateful for -- -- have -- right my daughters and during the Lewinsky didn't know.
She's got a plethora of them are right so this week we are trying a did you know type -- And it's true or false the first couple of them.
Let's put the first one up on the screen for everybody so they can read along as.
Greg -- -- day cruises Harris Faulkner on what she does or does not know it will be a short segment I promise there.
Okay ready so the first one is the First Amendment.
Protect your freedom of speech about your employer at work and on your private FaceBook and Twitter accounts true or false.
We didn't have a Twitter.
When the First Amendment but let me think about the essence of what that is.
Say false because you critics say incendiary things about your your Boston and those would not be covered.
You're absolutely right to -- -- Why isn't very optimistic that may be the only one people that's why -- celebrate the.
-- First Amendment restricts the government.
From from interfering with certain civil liberties and freedoms of expression but it doesn't apply to private employers.
And it does is social media is just another platform.
No employee would think they can go into their boss's office or stand in front of their employers building and he and shout obscenities or why are we derogatory.
Comments about their boss -- -- exactly and get away with that C can't do it on your private FaceBook account.
-- -- -- Even if well it's subjective what you think about.
Yeah I -- if you go outside and you say you know why my boss.
And and I I don't even know what I -- really what I'm worried and then there's certain things that you cannot like yelling fire in a crowded -- Of that there is a difference you hadn't saying derogatory things if they are true when you're protected by the whistle blower act meaning not OK I if you say.
I am now if -- -- bosses and whistle while perhaps out.
That's what I was yeah well if you say that the CFO is.
Sky landing with funds.
And and you bring that to the attention of management you can save those types of things because you're protected.
I think absolutely lower but -- generally you can't just make.
Derogatory comments about -- employers are exactly one Canadian idol rolled right well that's another true or false owns a 5050.
It is lawful for employers to reveal negative information about a former employee.
In response to a background check that is used to deny that former employee employment.
So can -- -- -- negative reference that would then result in asphalt.
Little known but it is actually true you can get a negative when I.
Pat how do you do that without getting -- Well that's the reason why many employers have adopted a policy of only verifying.
Dates of employment doesn't wanna get -- but -- since most of those suits have thrown out because they're frivolous.
So just to avoid that the second half -- don't they just don't adopt those kinds of -- and their.
Analysts because -- if it can be proven true you don't have a leg to stand on.
-- you don't have a leg to stand on and there's also something in law called negligent hiring if you're aware of some behavior for an employee from a former employee that could be harmful to.
Future employees or another company.
And you don't reveal that they got far because of workplace violence for example.
And then that -- that employee in in when they did a background check you don't reveal that and that employee harms another employee.
You actually the former employer could be liable for not revealing who that.
They were fired for workplace and we've seen losses like that in companies where.
The victims sue the former employer for not being open and honest about.
This -- someone's you know drunk driving it.
To walk too far off the farm here but certain things are coming up here university and you've had some problems with the -- -- -- steal this from the headlines.
That coach -- is -- and works in a different school and when the credibility.
Calls are made.
On about him you don't say anything that's what you're talking about because maybe maybe there was something that he didn't students that -- should've spoken up about ended he perpetrate some behavior somewhere else and again I'm just.
Ripping it from the headlines there -- no names and -- -- you're perfect that's that's something that comes to mind that yeah because you're you're basically -- -- person to potentially more victims.
Which is why you want to leave every employer on good terms because you can't rely on the fact that they won't give.
A negative reference because -- against the -- Not against the law you OK you know what that was worth not winning.
Did you educated -- so thank you right next one up on the screen -- So because this has been in the headlines sleep lately.
What is the percentage of sexual harassment claims filed by men you know this is a surprising number I think it's 22.
Well the traces of 71622.
And thirty actually the answer -- 16% relay.
I've got to be more than -- doubt it's doubled over the past if that's what I've really doesn't get it -- but it's still a 16% but here's some interesting facts about sexual harassment claims.
People think that sexual harassment claims are you know without ubiquitous that they're all over the country that -- the big claims are on the rise are actually at their lowest level in twenty years.
-- and the number of claims filed with the CEOs seeing.
It's down to about 8000 claims and in the past year -- 1000010 of millions of workers.
So the claims are down they were at their height twenty years ago -- the Anita Hill and Clarence Thomas hearings they doubled the in the two years after.
That whole episode and leveled off at around 151000 claims per year.
Up until the last few years and -- the doubts about 8000.
All right next one.
OK the -- this would be the last one.
Which state has the highest minimum wage them you know the federal minimum wage is seven dollars and 25 cents an hour states can do something different.
What you which state has the highest minimum wage Massachusetts Connecticut and Washington state of California.
Can I get a lifeline here does anybody know don't don't tell us -- does anybody out there and I was watching which state has the highest minimum wage the -- And let's see Greg sexual harassment will not be reported but it did it but it will be graded Timothy -- -- Don't know what that means.
No one knows maybe I I really don't know the answer to this I'm going to say it's between Massachusetts and Connecticut all -- -- The -- that you would think between Massachusetts and Connecticut why.
Well they have.
Health care that is -- why they have they ought to have all sorts of social.
Types of entities that exists for the populace they are so I'm gonna think that somebody has probably thought along those lines with health care maybe for a higher than.
Many -- you -- you're right you're right it's if there are among the higher states in the union at the highest state is Washington.
Eight dollars and 67 cents an hour really the second is -- not even on the list -- 815 hour Connecticut is there with a few other states that -- 25 Massachusetts and California.
Our eight elves haven't been here is essential thing about this is the federal minimum wage all the supersedes obviously state minimum wages at the state minimum wages are lower.
Eighteen states have a higher minimum wage -- the federal 23 states have the exact same minimum wage has the federal minimum wage.
And hourly workers who get tips like -- waiters and waitresses.
They're not subject to the minimum wage of 725 in -- base -- so -- if you get as substantial portion of your income.
By tips you can get a -- you can receive a lower.
Hourly wage -- 725.
As long as your tips.
Bring you above.
Equal to or about 720.
So that helps you paying taxes picking -- they have for hourly workers -- you and to a lesser and a lot of a lot of young people who are putting themselves through college and so forth you often hear them say.
You know I work here for next to nothing -- worked for tips because they they can do that because it helps them -- -- All right I I don't have a whole lot of time with you but I still have some time left I'm gonna give you or how little hi guys think here -- thing.