Husband seriously ill, what are my options?

Q: My husband was just diagnosed with a serious illness, possibly life threatening. I am unsure of my leave options at work. I have been with my employer for almost nine years. Can you share what I might be eligible for? I have never take a leave before.

A: I am sorry that your husband was diagnosed with a serious health condition. I am sure this has created a lot of stress for both of you as well as other family members.

You may qualify for the Family and Medical Leave Act (FMLA). The FMLA allows many employees to take up to 12 weeks of job-protected leave off for a number of reasons, one being to allow an employee to care for a spouse with a serious health condition. There are a few conditions though. Your employer has to employ 50 or more workers. It sounds like you have already met an additional requirement, that you have worked for your employer for 12 months or more. Also, you must have worked at least 1,250 hours in the last 12 months. Finally, you must work at a location where the employer has 50 employees within 75 miles. This law does not require that your employer pay you for any of this time off. A helpful fact sheet on FMLA can be found at http://www.dol.gov/whd/regs/compliance/whdfs28.pdf.

You also may qualify for earned sick time assuming you are employed in Massachusetts. As of July 1, 2015 employees in Massachusetts are permitted to take up to 40 hours per year of sick time for a number of reasons, one being to care for a sick spouse. If your employer has 11 or more employees, the sick time must be paid, assuming you have earned it. More information can be found at http://www.mass.gov/ago/docs/workplace/earned-sick-time/est-employee-notice.pdf.

Your company may also have their own internal policy on sick time, family illness or paid time off (PTO) which may also provide some income protection if you need to take time off. If your employer has a handbook, it may be helpful to review the handbook or any internal policies on time off or leaves of absence.

If you have an internal Human Resources (HR) department, they might be a helpful resource. They may be able to work through a few different scenarios with you. It is wise to know in advance, what options might be available to you. There may be flex hours or telecommuting options that could assist you during this time.

Also many employers offer Employee Assistance Programs (EAPs) which provide short-term counseling, resources and referrals for employees.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

What’s a CEO to do when holiday party guests drink too much?

Q: We had a holiday party where several employees probably had too much to drink. Their guests were worse. The guests did not think the rules applied to them because they were not employees. As the CEO of a small business, what are my rights here? I was fearful that people could get into an accident on the way home. We had a block of rooms reserved but some said that they did not plan on staying at the hotel.

A: It sounds like the situation was frightening. When you invite employees and their guests to an event, you expect everyone to use good judgment when alcohol is involved. The rules do apply to your guests… because they are YOUR GUESTS! You are inviting employees and their guests and it is a company event.

You have a few choices. First you could ask the guests to leave, which would likely cause friction between the company, the guest and the employee. You could pay for the hotel room, which is a small investment compared to someone getting hurt or endangering others. Or you could pay for a cab ride home. There is some possible liability if you are the provider of the alcohol and someone gets hurts later that evening.

Next year, think about how to avoid this situation. Let employees know that you expect others (employees and guests) to exercise good judgment. Re-think the holiday party. Maybe do a lunch or breakfast instead. Or continue with a hotel event but plan to pay for rooms or cab vouchers.

The tone of holiday parties is often set by the senior leaders of the company. I remember many years ago a senior leader of my company shared cab vouchers with me to give to others. This Vice President knew many would be reluctant to approach him and ask for a voucher, but, if I handed them out, the vouchers would be readily accepted. It worked. There was no stigma and the senior team didn’t know who exactly used the vouchers. Some stayed at the hotel but many of the vouchers were used. It was not a wild party but some employees and guests should not have been driving that night.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

The motivators of a positive workplace

Q: You must know some simple rules to look for when finding a new job. I talk to friends who love their work and their office mates. I don’t have that now. Instead, I have someone next to me who tries to change my political opinions, another who never washes his hands and someone near me who thinks we all want to hear about her recent dates. I try to avoid all of them but we are packed in like sardines.

A: Oh no! This doesn’t sound like a positive work environment for you. Based upon my own very UNscientific observations, here is what I think are some of the motivators of a positive workplace.

1. A connection to the work. Most satisfied employees I talk with have some connection to their work. They love what they do or they love MOST of what they do. Sales people might love closing the deal. Interior designers might love finding the right fabric for a project. A kindergarten teacher might love hearing a child read their first word.

2. A connection to the client, the end user, the patient, the student, the community or the guest. Often times, I hear from employees that they love the population with whom they work. They love their customers, their most challenging patients or the kids in their classroom. Enthusiastic employees will often feel energized and refreshed after they have shared a successful moment (or moments!) with that customer!

3. A connection to colleagues! It sounds like that might be missing for you. Employees don’t have to be best friends. However, it makes it more pleasant if you enjoy the folks that work in the cube one over from you. A common interest (e.g., the love of Tom Brady or skiing) can link people together. Or you might have two people share a bond because they take the same train into the office. I have one client that has started a growing contest in the hopes of improving the connection between office mates. The employees are voting on what to grow (e.g., tomatoes, sunflowers, daisies, etc.) and then they all try to grow, from seed, these plants. Every two weeks, the CFO will be measuring and recording the results! In June, they plan to announce a winner! Even those without a green thumb are interested in the contest! I can’t change your current co-worker situation unfortunately. However, if you look at new opportunities, take a tour. Ask employees what they like and dislike about the company. You will hear a lot!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A new work schedule and the pitfalls of “at-will” employment

Q: In December, our company owner told us there may be changes in our hours and shifts and that he was “figuring it all out” but that our preferences would be heard. Each of us met with him and explained our preferred hours. Last week he sat down with us and told us that as of February 1st our hours would be changing. I currently work 8am to 5pm, which are what I would like to work. I was told that twice per week, I would now need to work until 7pm. Is this legal in Massachusetts? Can an employer just change an employee’s hours to suit their needs with very little warning?

A: In Massachusetts, most employees are “at-will.” This term means that an employee is not a member of a union or protected by a collective bargaining agreement. For non-unionized employees, employers are permitted to change many of the terms and conditions of an employee’s position. For example, an employee may be asked to take on a new task. Or an employer may move from Boston to Needham. A change in hours can be changed by an employer and it is usually legal. Minors have some protection against the hours they can work legally but these restrictions end when an employee turns 18 years old.

I would ask your owner if there is any flexibility in the requirement to work until 7 p.m. twice per week. Maybe it is just for a short time? Or maybe another employee would like to take on this schedule? Many of us are working longer hours, sometimes not by choice. If no alternative exists, I would try it for a while, if possible. Maybe traffic will be lighter and your commute might be quicker? If the later shift does not work for you, you may need to consider other employment options. For example, if you have a childcare pick up at 5:30 p.m., you may not be able to try a later schedule.

I probably have not shared the answer you were hoping to receive. However, it may be worth approaching the business owner, in a respectful way, to determine if there are any other options available.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

How to avoid damaging resume typos

Q: I applied for a job recently and was not hired for the role. I was told that my resume was “filled” with typos. I found one or two but the resume certainly was NOT “filled” with typos. I used spell check but it didn’t catch all the mistakes. How can I avoid this in the future?

A: Typos are a red flag to any hiring professional. Job seekers should take a number of steps to avoid them. Here are some suggested steps:

1. Use spell check but don’t rely on spell check. Spell check will catch most, but not all typos. One word that is frequently used on a resume is manger, when it should be manager. Spell check doesn’t catch that because manger is a word.

2. Put the resume down and give it a fresh look at a later time. Sometimes we don’t catch our own mistakes because we have reviewed the document over and over and we are not as sharp as we were hours ago. Make sure that you give it a fresh look.

3. Print a copy. Sometimes we struggle with catching errors online.

4. Ask a trusted friend to review your resume. Someone who hasn’t reviewed it several times will often catch obvious mistakes that you may have missed.

5. Many proofreaders suggest reading the document out loud. Read slowly and read every single word.

6. Know what words are your hurdles. Many of us repeat the same mistake over and over. Double check those words a few times.

7. Save it! I have had candidates submit a rough draft with their edits included. Save the final version and make sure that final version is the one that is sent to the hiring professional.

Lastly, I recommend doubling the time you think you need to develop or edit a resume. You don’t want to be rushed!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Career transfer to accounting and finance

Q: I just have a few questions about career transfer that I hoped that you may be able to answer for me. I have worked for the past 9 years in the biotech industry with 5 of those years in manufacturing and the last 4 years in the quality compliance group. My job function is batch record review and testing review for intermediate drug substance release and final release. The company I work for is under consent decree and I have been involved in a lot of projects tied to the consent decree steps as both a lead and QA representative. I also have done extensive work with the third party consultants assigned by the FDA in responding to observations and putting together actions plans to correct errors and inconsistencies of our documents.

I graduated with a bachelor’s of science in accounting and finance summa cum laude from Northeastern University here in Boston and I was looking to transfer into the finance/accounting field as that is what my passion. I came across this program a data analytics boot camp (http://www.northeastern.edu/levelblog/ ) that I think might help me as I transition into finance/accounting as hopefully in an analyst role.

I was wondering if this program would be worth taking as I transfer to open more doors and also allow me to enter finance/accounting not at an entry level?

I also in the process of applying at schools to further my education and obtaining my MBA.

A: It sounds like you have a lot on your plate with a full-time job and considering an MBA. I probably would suggest investing your time and energy into the MBA route vs. the boot camp route. I know nothing about the data analytics boot camp but I think an MBA opens up more doors for you now and in the future. I would ensure that your MBA curriculum is rich in accounting and finance courses, even when you choose electives. Make sure you connect with fellow students in your MBA program, as well as the professors. Connections will help further your career. Also, if your company has a job posting system, I would keep a close eye on the opportunities posted internally. Get to know the people in finance and accounting within your company. Make sure that they know who you are and that you are planning to pursue an MBA and have a degree in finance and accounting.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Who is impacted by new minimum wage law?

Q: I work in a bookstore and enjoy my work. I work about 20 hours per week. My hours fluctuate based on the owner's needs. I have been reading about the new minimum wage in Massachusetts. Is this only for full-time employees because my manager has not mentioned a word about it? When is it effective (if I am eligible)? Maybe there is a waiting period? Please educate me!

A: A bookstore seems like a wonderful place to work! The new minimum wage law is effective on January 1, 2016 in the state of Massachusetts. There is no waiting period. The new minimum wage applies to most workers, except for service workers (e.g., wait staff and bartenders, who are eligible for income based on tips) and agricultural workers (e.g., employees who work on a farm). There are a few additional exceptions but would not likely apply in your situation. The new minimum wage, effective January 1, 2016, is $10.00 per hour.

The new minimum wage law applies to both full- and part-time employees in Massachusetts. It does not matter if you work 5 hours per week or 40 hours per week. A fluctuating schedule also does not exclude you from the law. On January 1, 2017 the new minimum wage will be $11.00 per hour.

Maybe your manager has already made the change via your payroll vendor but has not communicated the change to employees. Most payroll vendors are aware of the change and throughout 2015 and have been informing clients repeatedly of the requirement to comply.

I think it is acceptable to ask your manager about the change. After all, he or she may need a gentle reminder if somehow it slipped between the cracks. In this case, ignorance is not a defense, but perhaps a reminder would be welcomed!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.