Bribe her to quit with a wine fridge.

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She should let this HR lady know that the job requires the college degree so if she could please not send anymore resumes with just a high school diploma. That alone probably won't work, so then I would go above HR (either to the HR boss or her own boss) and say that she is only getting applicants that do not meet the education requirements.

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This

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How naive.

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And how, pray tell, would you go about this in the most Mac bashing way as possible?

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Very much depends on how much stroke this HR lady has with management. You will probably end up hiring her friend. Resistance is futile.

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Well it would appear that unless she has friends with college degrees, her suggestions are futile.

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I agree. The best option may be for Ugie's wife to tell this company to fuck off, and find work elsewhere.

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thats not the way things work.

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That is odd, I would have never guessed gloop to be a racist black woman.

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"He is a loathsome, offensive brute
--yet I can't look away."

Nothing like handcuffing your employer by claiming racism to the point where they are too scared to fire your ass.

Then what they need to do is write her ass up for little things; ie, she starts at 8am, walks in at 8:05am. Write her up for being late. Get enough of those and you have documentation to fire her.

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That strategy works nine times out of ten, but the one time it doesn't you get stories on Yahoo News about "Black Woman Fired For Burning Popcorn in Lunchroom: Racism Clearly a Factor," which makes you look ten times worse. You can't come down with the hammer of Thor on everyone for petty stuff, and if you do it only to her she can rightly claim you were singling her out.

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Fire Phil Emery

Savvy folks are gonna do what they do...We had this lady in my office that was here for about 4 years past us determining she couldn't handle the job. She was costing the company money by screwing up people's insurance, but everytime she got down to her "final warning" she would claim that her medical conditions caused her to make the errors, and the powers that be would back off. Finally, after 5 years with the company, enough was enough and they canned her ass. She tried to sue, and the suit got tossed without a financial payout to her from the company due to the determination that her "medical condition" did not effect her actual ability to do her job (for the record, this part of the info was obtained through me running into her in a Caribou Coffee about a year after she got shitcanned).

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It all depends on who has the bigger shorts. The big boss could easily tell you to pound sand.

Gotta know what way the wind is blowing.

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Damn straight they will. In the case of this employee, the company already tried to fire her once in the past and she filed a lawsuit claiming racism, specifically singling out her direct supervisor. From what I've been told, they had grounds to fire her (at the time she worked in customer service and angered a customer or something rather trivial) but the company backed off in an attempt to protect the reputation of the (white) supervisor.

So now she has that to hold over everyone's head at that company, including my wife. Sorry, but just because you felt discriminated against in the past doesn't mean you can go around acting like a complete jackass now.

Documentation is important in this situation, I agree. As Office Space says, these types of situations have a way of "working themselves out".

She's screwed. Abandon ship.

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Fire this woman and replace her with another woman of the same race.

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favrefan said:"Chris Coghlan isn't gonna pay your rent, Jimmy."

I've been frustrated with my job many times, but not once have I ever felt "fucked over"...so yeah, I'm going to disagree with you.

Ask my former boss on that one.

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Are you saying you have to pay for the certifications as well? I dont know of any tech companies that give you compensation for the time you spend educating yourself for a certification, but most compensate for the cost of taking the actual certification (can be anywhere from free to hundreds of dollars). As you work in a consulting company, there is a definite benefit for them to have you certified. Project proposals usually denote your tech cred, including who is certified from your company, what they know, how long they have had experience with it, etc. If they are not paying for the actual cost of the certification test, it is not unethical, but it is poor management.

As far as the offshore thing goes, for years now, people offshore have had access to products and training at a very low cost (because they pirate the software). Onshore employees have to pay for the products (software licensing is in the thousands of dollars) and pay for the training (typical training for a week costs $1,500 - $3,000). This caused a disparity and much of the growth offshore. Companies wised up to this and have worked with the Indian government to curb pirating. As a result, the decently skilled worker offshore in India has seen their quality decrease and the hourly rate increase. While this sounds great for US workers, companies are now looking more and more to China, the Phillipines, Malaysia and Eastern Europe to get cheaper workers. Therefore, companies would rather find cheaper workers in other places rather than paying for the high costs of training onshore. They can also get these people certified much cheaper than people onshore.

Training has been the single biggest issue I have with the industry, more with IT departments than consulting companies. Im curious how other industries deal with this. Do surgeons have to pay for training? Certifications?

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