Q. Every time I go on a job interview, there is one question I always want to ask but am afraid to: Why did the person who previously held this job leave? Do I dare ask it?
A. That’s one topic I think that job interviewers should be required to explain up front, even before they’re asked: It would be very valuable information. But asking why someone left is a very touchy subject and might offend the interviewer–the same interviewer, of course, who won’t hesitate to ask you why you left your job. So, just to be safe, don’t bring it up first thing but at some point, when you see the interview is going well and that a job offer may be close, ask why the job is open, not why the person left.
Q. The large company I work for recently reduced our pay by 10 percent, saying it’s only for two months. I am job hunting and I’m not sure which salary to give, especially if the reduction is long range, not temporary as promised. I don’t want my salary to suffer elsewhere because of this cutback–in which I lost more than two years’ worth of raises.
A. When negotiating for a salary in your next job, it’s certainly OK to give the higher salary since you did earn it for a period of time and took the pay cut along with everyone else, through no fault of your own.
Q. I’ve been reassigned and demoted three times at work, even though I never was in violation of written policies or had a poor performance review. The company handbook establishes the exact disciplinary procedures before a manager can take these steps–but I never had any of them. My bad record means I never can advance. Do I have a legal case I can pursue?
A. If the company violated the statements published in the company handbook, you might have the basis of a lawsuit, if you want to pursue one. But you have to understand that even if you can afford the expense of hiring an employment lawyer and even if you win, it probably will be the end of you at that company–although from what you tell me, you don’t have much to lose.
Q. I am on medical leave and have decided I need to find another job. And I’ve just been told that my workload is being transferred to another division and that basically my current position is gone. However, my current employers said they would try to find something appropriate for me within the firm; but right now there’s nothing available. What is the best way to explain to a prospective employer what happened?
A. Your health is no one’s business. And you do have the right idea: It’s time for a change. And that’s all you should tell a prospective employer. But also be aware that if you want to stay at your current company and your leave was under the federal Family and Medical Leave Act you’re entitled to return to the same or an equivalent position.
Q. I have a small company and can only afford to hire and train one person for a special project lasting one year. If the person I hire takes a leave of absence for more than a month during the year, I could lose my business. I have two good candidates: one is a man and one is a woman. Whom should I hire?
A. I think you already know the answer to this one. Obey the law and hire the best qualified person regardless of gender.
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Carol Kleiman’s column also appears in Sunday and Tuesday’s Business sections. Watch her Career Coach segments on CLTV. Send e-mail to [email protected].
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