HR Girl 4'11" Blog

My 11 Year-Old's Point of View on Filing Out A Job Application

I know what you're probably thinking, and no, he isn't in the job market. However, he is currently taking a Career Decisions course, which requires them to fill out a job application.

He really wasn't excited about filing out several pages of information about himself of course. However, after seeing this section of the application below.........

he said, "What in the heck does this have to do with anything?!?! It's none of their business." I tried to explain to him that many companies including federal agencies, collect this sort of information to make sure that they are being fair by recruiting and attracting candidates from different backgrounds. Sinking.... Plus, if a person files a complaint against that company for discrimination, that company will have proof that other candidates from various backgrounds have applied for the job as well. Sinking further.... 

His response, "So let me get this straight, people discriminate on purpose, but make up forms like this to prove that they really don't? This makes me feel weird, when will they make better applications?"

Which makes me wonder, how do you feel when you have to fill out one of these applications? What is the difference between including your picture on your resume and/or using social media, versus filling out one of these forms?

Let's be honest, we know who looks at these forms. They may come with a proliferated line, but who tears them off?

He noticed that there were a missing check boxes by saying, "I see the boxes for the other countries, but where is America? I'm confused, why aren't there more countries here? And not to seem as if I am blind to the racial issues around us. I actually teach my kids not to address people by the color of their skin. So his reaction was right on.

Continuing onto the disability section, he really couldn't believe that people could be turned down or called-in for an interview based upon of their physical and mental disabilities. He said, "So if I were blind, they would call me in for an interview just to prove that they are being fair?" I again, tried to explain that sometimes when a person is hired for a job, the employer has to accommodate in the best way possible, so the employee can perform his/her job.

What do we have to do as professionals to change the application process? Is there an alternative?

Unscheduled or Contract Employees

Recently I spoke with a small business owner who said that an auditor (perhaps accountant or IRS rep.), who advised her to not post a schedule for her employees. This is in effort to keep employees off the payroll, therefore curving her payroll tax liability amount.

CAUTION CAUTION CAUTION!!!!!

This is certainly a surefire way of having the IRS and DOL knocking at your door. Now I know there are alot of shortcuts and loopholes in the law, but what I'm about to say shouldn't be used as your only resource, but should be used to save your bottom for a little while and perhaps for years to come. If you have an establishment which requires constant staffing, that is, Monday through Friday and sometimes weekends; use a schedule.

If you don't have time to call-in your employees every single day; use a schedule. If you have more than 3 employees who you use on a daily basis; use a schedule. If you use them at least 3 days out of the work week; use a schedule. It's logical to just post a schedule for the employees whom you use on a regular basis.

Don't be mistaken or mislead, if you have a person whom you utilize their skills on a regular basis at your establishment; they are an employee. If you tell them when to show up, when to leave, and when they will be compensated; they are an employee. If you are providing benefits to them; they are an employee.

A "contract employee" or "independent contractor" means exactly what their titles say; they are under contract. So if you don't have a contract or written agreement in place for these fine individuals, they may as well be your employee.

It's imperative that the contractor or employee knows their status before they step foot into your establishment. This in turn will clear up alot of misunderstandings from occurring.

And remember, if someone offers you advice that sounds a little questionable, do your research.