I am a retired professional, and I volunteer at one of New York City’s public golf courses as a ranger. One individual there has threatened, harassed, bullied and used vitriolic and foul language toward colleagues and customers. There has also been the threat of physical violence to some workers. This has been brought to the attention of management, but they seem reluctant to resolve the problem. What are our rights as volunteers?
Let’s put the jinx on this guy, so that he never breaks a 100 — or birdies — ever again. Clearly, he’s got a serious handicap of a different kind. Here’s the good news: It doesn’t matter whether you are full time, part time, a volunteer, or even just a customer. If anyone in any employment capacity of a company (or the city in this case) is subjected to unlawful conduct by another person who is employed in any capacity by the company, the employer is responsible for remedying that situation. Bring it to management’s attention again and tell them that if they don’t intervene, you will speak to an attorney. Such behavior was never acceptable, but now, more than ever, the tide has turned, and the only way to ensure zero tolerance is to speak up.
We are a midsize insurance firm, and are having a difficult time recruiting. My boss thinks we need to offer perks like free lunch and massages to attract millennials. I think that’s a waste of time. What do you think?
I think a lot of millennials would jump at the chance to live in actuarial tables if you throw in free lunch and a back rub. NOT! No disrespect, we all love insurance when we need it, but if you want millennials to get excited about it as a career, you’re going to need more. Not every recent grad can or wants to work for a cool tech or social-media company where slides, pets and yoga take up half the day. Find schools that offer degrees in the areas you value and target those students. Give them a reason to want to work for your company — its purpose and importance — and explain what they can learn, earn and how far their careers can go. Then layer on all the perks you can afford to make it a happy place.
Gregory Giangrande is a chief human resources and communications officer in the media industry. E-mail your career questions to [email protected]. Follow Greg on Twitter: @greggiangrande. His Go to Greg podcast series is available at iTunes.
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