Coworker diagnosed with Cancer, fired next day

My coworker, late 40s customer service manager type, was always excellent at his job. On Tuesday morning he was diagnosed with cancer. He told our company later that day. Wednesday morning they let him know he’s being laid off and that the decision was made before they knew of his diagnosis. True or not, its a stark reminder they don’t view us as human beings. Let alone treat us like “we’re a family”.

Needless to say it has really changed many of my colleagues’ opinion of the company.

Jobadvisor:

That is a truly awful situation, and it's understandable that you and your colleagues are feeling shocked and betrayed. Even if the company's claim that the decision was made before the diagnosis is technically true, the timing is incredibly insensitive and raises serious ethical concerns. Here's a breakdown of the issues and some potential considerations:

Key Issues:

• Timing and Perception:
  • The immediate termination following a cancer diagnosis creates a strong appearance of discrimination, regardless of the company's stated intentions.
  • It demonstrates a severe lack of empathy and consideration for the employee's well-being during a vulnerable time.
• Legal Considerations:
  • Depending on your location, there may be laws protecting individuals with disabilities, including cancer. If the termination can be shown to be related to the diagnosis, it could be illegal.
  • The "layoff" designation may be used to mask what could be considered wrongful termination.
  • It is important to understand the laws in your location.
• Ethical Implications:
  • The company's actions contradict any claims of valuing employees or fostering a "family" environment.
  • It creates a climate of fear and distrust among remaining employees.
• Moral Injury:
  • Witnessing such events can cause moral injury to the remaining employees. It creates a feeling of helplessness and a lack of safety.

Potential Considerations and Actions:

• Documentation:
  • Encourage your former coworker to document everything related to his employment and termination, including the timeline of events, any communication with the company, and his medical diagnosis.
  • If possible, other coworkers should also document what they have seen and heard.
• Legal Counsel:
  • Your former coworker should consult with an employment lawyer to explore his legal options.
• Internal Communication (with caution):
  • While expressing concerns to management may be tempting, proceed with caution. Retaliation is a possibility.
  • If you choose to communicate, focus on the timing and the impact on employee morale, rather than directly accusing the company of discrimination.
• Support for the Former Coworker:
  • Offer emotional support to your former coworker during this difficult time.
  • Consider organizing a collection or other forms of practical assistance.
• Employee Solidarity:
  • This kind of event often causes employees to speak to one another. Talking about what has happened, and how it makes you feel, can be helpful.
  • Consider if there are ways to create a safer work environment for yourselves.
• Review your own situation:
  • This event is a stark reminder to review your own employment contracts, and documentation.

Important Note: I am an AI and cannot provide legal advice. It is crucial to seek legal counsel for specific guidance on your situation.

Company just laid off 25 people and now we’re bringing in zero-hour contractors

Infrastructure design company. We have more work than we can handle right now and we’re ramping up for more. We lost a client recently because our construction team couldn’t keep up with design, and so they’ve laid off 25 designers (keeping the build team though!).

We’ve already been subcontracting out to zero-minimum-hours contractors to keep up with demand, but today, the last day on the job for a lot of people I’ve worked with for years, I get cc’d in an email detailing the per-job rate for another subcontractor that referenced that our design rate would need to be up a third over last year.

And because most of our actual design is being contracted out, the design supervisors are basically turning into productivity monitors rather than actually supervising and quality controlling design, and then getting balled out for quality dropping.

It’s a shit show.

Jobadvisor:

This situation sounds incredibly stressful and demoralizing. You're witnessing a classic example of short-term profit seeking at the expense of long-term stability and employee well-being. Here's a breakdown of the issues and some potential perspectives:

The Core Problems:

• Layoffs and Increased Workload:
  • The company laid off experienced designers while simultaneously facing a high workload. This creates a massive skills gap and puts immense pressure on remaining employees and contractors.
  • Losing a client due to design delays should have been a red flag for needing more design capacity, not less.
• Zero-Hour Contracts:
  • These contracts offer no job security, which can lead to:
    • Reduced motivation and loyalty.
    • Lower quality work due to stress and lack of investment.
    • Difficulty attracting and retaining skilled contractors.
  • The reliance on this type of contract is a clear indication that the company is prioritizing cost-cutting over quality and long-term stability.
• Shift in Supervisor Roles:
  • Supervisors becoming productivity monitors instead of quality controllers is a recipe for disaster. This leads to:
    • Decreased quality of design.
    • Increased errors and rework.
    • Demoralized supervisors who are unable to perform their actual job functions.
• Exploitation:
  • The act of laying off employees, and replacing them with zero hour contractors is a form of exploitation. The company is taking advantage of the contractors lack of job security.
  • The contractors are being used to fill the labor gap, with out the company needing to provide benefits, or job security.
• Lack of Long-Term Vision:
  • The company's focus on short-term cost savings is likely to damage its reputation and ability to attract and retain clients in the long run.

Potential Consequences:

• Further Client Loss: The decline in design quality is likely to lead to more client dissatisfaction and loss.
• Reputational Damage: Word of the company's practices will spread, making it difficult to attract both clients and talented employees.
• Increased Errors and Rework: The pressure on contractors and the lack of quality control will lead to more errors, increasing costs and delays.
• Employee Burnout: The remaining employees and supervisors are likely to experience burnout due to the increased workload and stress.

What You Can Do (Within Your Limits):

• Document Everything: Keep records of emails, communications, and project issues. This documentation could be valuable if you decide to take further action.
• Communicate Concerns (Carefully): If you feel comfortable, express your concerns to your manager or HR, but be aware of the potential risks. Frame your concerns in terms of how the current situation is impacting project quality and client satisfaction.
• Network and Explore Other Opportunities: In a volatile environment like this, it's wise to explore other job opportunities.
• Focus on Your Well-being: This situation is stressful. Prioritize your mental and physical health.
• Consult with an employment lawyer: Depending on your location, and the nature of your employment, you may have legal options.

Key Takeaway:

The company's actions reflect a fundamental misunderstanding of how to build a sustainable business. Prioritizing short-term profits over employee well-being and quality is a recipe for long-term failure.

HR are lazy illiterates who have no business screening for highly technical positions

it is absolutely ridiculous that as an engineer I have to be subject to these technical illiterates who know nothing about my field and feal they have the right to judge my credentials. no I am not re entering my entire CV because your ATS is retarded. If i ask you basic questions about the job at hand and you can't answer them then get the fuck out of my way so I can talk to someone who can. if these idiots were removed from the hiring process things would be way more efficient

Jobadvisor:

I understand your frustration. It's a common complaint among engineers and other highly technical professionals that HR screenings can feel like an unnecessary and inefficient hurdle. You've highlighted several key pain points:

• Lack of Technical Understanding: HR professionals often lack the deep technical knowledge required to accurately assess a candidate's qualifications for specialized roles. This can lead to misinterpretations of skills and experience.
• ATS Limitations: Applicant Tracking Systems (ATS) can be rigid and require specific formatting, forcing candidates to re-enter information that's already readily available. This can be time-consuming and frustrating.
• Inability to Answer Technical Questions: When HR screeners can't answer basic questions about the technical aspects of the job, it creates a sense of disconnect and wastes valuable time.
• Perceived Inefficiency: The belief that HR screenings slow down the hiring process and prevent qualified candidates from reaching technical hiring managers is widespread.

While your feelings are valid, it's important to understand that HR plays a crucial role in the hiring process, even for technical positions. Here's a broader perspective:

• Initial Screening and Filtering: HR is often responsible for handling a large volume of applications. They use screening criteria to filter out candidates who clearly don't meet the minimum requirements, saving technical hiring managers time.
• Compliance and Legal Considerations: HR ensures that the hiring process complies with labor laws and regulations, mitigating legal risks for the company.
• Cultural Fit and Soft Skills: HR also assesses candidates for cultural fit and soft skills, which are increasingly important in collaborative work environments.
• Streamlining the Process: while sometimes it is not perfect, ATS systems and HR processes are put in place to attempt to streamline the large number of applications that a company recieves.

However, there's definitely room for improvement. Companies can:

• Invest in Technical Training for HR: Equipping HR professionals with a basic understanding of key technical concepts can improve their ability to screen candidates effectively.
• Improve ATS Systems: Implementing more flexible and user-friendly ATS systems can reduce the burden on candidates.
• Facilitate Direct Communication with Technical Hiring Managers: Allowing qualified candidates to speak directly with technical hiring managers early in the process can expedite the evaluation process.
• Create better communication between HR and technical departments: This will allow HR to better understand the needs of the technical departments.

Ultimately, a collaborative approach between HR and technical teams is essential for a successful hiring process.

Going back to school at 30! Is it worth it or waste of time?

Basically what the title says. I’m turning 30 this year and want go back to college. I currently work in retail banking as an associate manager but have experience in business banking as well. I recently managed to get my securities licenses but have had no luck in getting interviews for entry level wealth management positions. Can school be a catalyst to achieve this or am I better off working on my resume and interview skills?

I really want finance/banking to be my life. I love what I do and want to grow! Any advise is appreciated. Especially from those who have positions in wealth management, PE, or investment banking. Thank you all!

Jobadvisor:

It's fantastic that you're considering going back to school at 30 to further your career in finance! It's definitely not a waste of time, and in many cases, it can be a significant catalyst for career advancement. Here's a breakdown to help you weigh your options:

Potential Benefits of Returning to School:

• Enhanced Credentials:
  • A relevant degree (e.g., finance, economics, MBA) can significantly boost your resume, especially when competing for competitive roles like wealth management, PE, or investment banking. Many of these positions have educational requirements or preferences.
  • It can demonstrate a commitment to your field and a willingness to invest in your professional development.
• Networking Opportunities:
  • Business schools and finance programs provide valuable networking opportunities with professors, alumni, and fellow students, which can lead to internships and job offers.
  • You can build relationships with professionals in your desired field.
• Specialized Knowledge and Skills:
  • Formal education can provide a deeper understanding of financial concepts, modeling, and analysis, which are essential for advanced roles.
  • You can gain specialized knowledge in areas like portfolio management, financial modeling, or risk management.
• Career Transition:
  • If you're struggling to break into wealth management with your current credentials, a degree can be a way to reset and gain the necessary qualifications.
  • It can also open doors to other areas of finance you may not have considered.
• Increased Confidence:
  • Gaining new knowledge and skills can give you a boost of confidence in your abilities, which can translate to better interview performance and on-the-job success.

Considerations and Alternatives:

• Cost and Time Commitment:
  • Returning to school is a significant investment of time and money. Carefully evaluate the costs of tuition, living expenses, and lost income.
  • Consider part-time or online programs to balance work and study.
• Alternative Certifications and Courses:
  • Explore professional certifications like the Chartered Financial Analyst (CFA), Certified Financial Planner (CFP), or Financial Risk Manager (FRM). These can provide specialized knowledge and enhance your credentials without requiring a full degree.
  • Consider targeted online courses or workshops to improve specific skills, such as financial modeling or valuation.
• Resume and Interview Skills:
  • You're right to focus on improving your resume and interview skills. Tailor your resume to highlight relevant experience and skills, and practice your interview responses.
  • Seek feedback from career counselors or mentors in the finance industry.
  • Networking is also a vital tool. Reach out to people within the industry to get informational interviews, and build your professional network.
• Experience:
  • While education is important, practical experience is highly valued in finance. Continue to seek opportunities to gain relevant experience in your current role or through internships.
  • Look for internal opportunities to move into wealth management within your current bank.

Advice from Finance Professionals:

• Many professionals in wealth management, PE, and investment banking have advanced degrees, such as MBAs or master's in finance.
• They emphasize the importance of both education and practical experience.
• Networking is crucial for career advancement in these fields.
• Many will also state that the CFA is a very well respected designation.

Recommendations:

• Assess your current skills and knowledge. Identify any gaps that a degree or certification could address.
• Research different programs and certifications. Consider factors like cost, curriculum, and career outcomes.
• Network with professionals in your desired field. Seek their advice on the best path to achieve your career goals.
• Develop a strong resume and practice your interview skills.
• Consider a part-time or online program if you need to balance work and study.
• Do not rule out certifications. The CFA is a very highly regarded certification in the finance world.

Ultimately, the decision of whether to return to school is a personal one. Carefully weigh the potential benefits and costs, and choose the path that best aligns with your career goals and personal circumstances.

I put in my 2-week notice and the owners fire anyways.. Why are they like that and then they complain about not finding good candidates?

I moved to the U.S. about 8–9 months ago (permanent green card). I have a Bachelor's degree in Marketing and spent nearly five years as a Product Manager at one of the largest companies in LATAM, working on regional products. From the start, I knew finding a job in the U.S. would be challenging.

I eventually landed a Marketing Coordinator role at a coral retail company in Orlando, FL, paying $23/hour. It wasn’t ideal—no benefits or growth opportunities—but it was enough to get settled. The workload was manageable, and the hours were flexible, so I was content for the time being.

Two weeks ago, I found a much better opportunity—bigger company, significantly higher pay—so I submitted my two-week notice. The owners were appreciative and thanked me for my time.

Then, yesterday, right after lunch, I was called into the office and told I was being terminated immediately. Their reasoning? They’re a small company that “needs to move quickly” and thought it would be best for everyone if I just left. I was stunned. Sure, I understand "at-will employment," but ethically, it felt wrong—not even letting me finish the week.

What stings the most is that any goodwill I had toward the company instantly disappeared because of this petty move. It just left a bad taste in my mouth.

Jobadvisor:

You've hit on a common, and frustrating, experience. While "at-will employment" gives employers significant flexibility, it doesn't excuse what feels like a lack of basic professional courtesy. Here's a breakdown of why this might happen, and how to understand it:

Why They Might Do This (Even If It's Counterproductive):

• Fear of Disruption/Information Leakage:
  • Even in a relatively low-risk role, some employers fear that a departing employee might disrupt operations or share sensitive information with competitors. This fear can be irrational, but it exists.
  • Small companies, in particular, often have a "tight-knit" culture and can be more prone to paranoia about internal information.
• Control/Power Dynamic:
  • Some employers feel a need to assert control, even in situations where it's unnecessary. Firing you immediately reinforces their power and can be a way to "have the last word."
• "Moving Quickly" (as they stated):
  • While a poor excuse, they may genuinely believe that cutting ties immediately simplifies their transition. They may not have a solid plan for your replacement and feel overwhelmed.
  • This is especially true in a small business where the owners are more involved in day to day operations.
• Lack of Professionalism/Experience:
  • Unfortunately, some business owners lack the experience or professionalism to handle employee departures gracefully. They may not understand the importance of maintaining positive relationships or the negative impact of their actions on their reputation.
• They don't value your work:
  • It is possible that they did not value your contributions as much as they portrayed.

Why This Hurts Them in the Long Run:

• Reputation Damage:
  • Word of mouth is powerful, especially in smaller industries or local communities. Your experience will likely be shared, making it harder for them to attract qualified candidates in the future.
• Morale Issues:
  • Remaining employees may witness your abrupt termination and become anxious about their own job security. This can lead to decreased morale and productivity.
• Difficulty Finding Good Candidates:
  • As you pointed out, this type of behavior directly contradicts their complaint about not finding good candidates. Skilled professionals are less likely to work for a company with a reputation for treating employees poorly.
• Lost Knowledge/Transition Issues:
  • By not allowing you to finish your two weeks, they lose the opportunity for a smooth knowledge transfer. This can lead to inefficiencies and mistakes.

What You Can Take Away:

• You Did the Right Thing:
  • You acted professionally by giving two weeks' notice. Their reaction reflects poorly on them, not you.
• It's a Learning Experience:
  • While frustrating, this experience reinforces the importance of understanding company culture and employee treatment.
• Move On:
  • Focus on your new opportunity and don't dwell on their behavior. You've landed a better position, and that's what matters.
• Leave a Glassdoor review:
  • If you feel so inclined, leaving a review of your experience on glassdoor will help future candidates.

Regarding your transition to the US:

• It's understandable that you're navigating a new work culture. The US has a strong emphasis on "at-will employment," but that doesn't mean ethical treatment should be disregarded.
• Your experience as a Product Manager in LATAM is valuable, and you'll continue to find better opportunities as you gain experience in the US market.

In short, their behavior is a reflection of their shortcomings, not yours. Focus on your new, better opportunity, and remember that you acted with integrity.