Here are five answers to five questions:
1. Employee made a racist comment to her office-mate
In a fairly small office with about 12-15 people, two new CSR’s were recently hired. One is “Anne,” who is white and in her late fifties/early sixties, and the other is “Leah,” who is Black and in her thirties. Despite initially getting along well, Anne made a racist comment to Leah about “those colored folk,” which Leah rightfully found inappropriate and offensive. The situation was mishandled as they’re now considering separating them. I believe Anne’s behavior needs to be addressed properly, regardless of her age or era, and Leah should be supported as the only Black employee currently in the office.
2. I’ve heard my senior coworkers think I earn too much
It’s not justified to ask not to assist Sasha and Erin based on secondhand comments. Focus on how they treat you directly to determine if there’s any validity to those comments. Also, consider the motives of those constantly passing along negative remarks about Sasha and Erin. Address the issue with Sasha and Erin if needed, ensuring that you’re not being influenced by hearsay.
3. My employee works long hours even though I’ve told her to stop
Since she’s non-exempt, it’s imperative that you enforce boundaries to prevent legal issues. Clearly communicate to her that working off hours is not permitted and is a liability for the company. If necessary, involve HR to ensure compliance with labor laws and protect both the company and the employee.
4. Is it unprofessional to raise issues with your coworkers?
Raising team issues within the team is not unprofessional, but the approach matters. Read the room and consider the organization’s culture. It’s essential to have open discussions about team matters, especially if they affect everyone. Also, remember that discussing wages and working conditions with coworkers is protected by federal law.
5. Asking for a raise based on a job title you don’t officially have
Your friend should request a raise and a title change to reflect the work they’re doing. Highlight the shift in responsibilities and achievements that warrant the change. Focus on the actual job duties performed rather than aiming for a specific title or salary that may not align with the current role.
