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Employment Today™


"CELL PHONES RING MANAGER'S HOT BUTTON"

Dear Kathryn:

Modern technology has increased efficiency in some ways and in other ways is damaging our productivity. My company spent a fortune on software to limit the personal internet activity of our employees. This latest office issue has us managers at each other's throats in disagreement as to what should be done.

The sound in our halls used to be that of working efficiency. Now, it's either The Frey with "Over My Head" "Maggie May"or some other ludicrous cell phone ringer. This all started when employees claimed they needed their cell phones on for emergency children calls. Emergency calls, my foot! These calls are not emergency calls nor business oriented. Discussions from what DVD to rent, to what bar to meet in, to what's the hot team to bet on are the topics of conversation.

I proposed we ban them all together. Our operations director says letting employees use cell phones has cut down on their personal calls tying up the switchboard and it's been worth the lesser confusion at our reception desk. I say this policy of giving in to this latest craze shows employees that they can call the shots..

What are other companies doing, and how can I go about showing my boss the wisdom of banning these phones in the office?

DANIELLA Y., New Haven, CT

Dear Daniella:

First, as to what other employers are doing about the cell phone epidemic? Everything and nothing. Law firms, accounting firms and corporations of every size report that they've not been spared.

Our recent poll of over 1000 employers showed interesting statistics. Over 40% of those polled have a ban on allowing cell phone usage during work hours. The vibrate mode isn't allowed and neither are cell phones allowed to be on for the employee to check messages. On the other side, nearly 40% have the informal policy that cell phones should not be used except for emergencies. When I queried what they do with those abusers of the lenient policy, the answer was to cut them off all together.

It seems as though your situation has gotten out of control. Given the support for allowing the phone usage by your operations director, take the first step for instilling order by putting out a written memo outlining what the firm will allow as emergency cell phone incoming call usage. State that if the policy is abused, a more stringent policy will be instituted.

Urge your individual department heads to stay aware of the phone abusers vs. the consistency of their work production. If your cell users continue to put out strong work products in spite of the constant cell phone use, you may have to concede that it's not the distraction you're thinking it to be. Most of the time, employees look to diversions like internet surfing and personal activities during work hours because they're bored. Many find their work repetitive and uninteresting. That in itself should be a wake-up call to department heads. They should determine whether job reassignment and an increased daily accountability should be activated to inspire the employee.

As an experienced office manager you've surely experienced employees using work time for personal business. All in all, banning the cell phones won't necessarily improve the employee's attitude nor increase productivity, so don't think one new policy will result in a radically improved environment.

Dear Kathryn:

I left my last two positions on OK terms, giving proper notice and leaving the work assigned up to date. When I left those positions I had asked my bosses if I could use them as a reference. They agreed and I figured I'd be safe to provide their names to future employers. Now, three years later, and I've gotten reports back that three of my references are either strongly refusing to comment, provide a mediocre reference, or stated blatant lies.

I'm not only ticked, but confused. I called all three without a return call back. Quite frankly, I'd like to sue the one who said blatant lies about me.

What proof do I need to pursue this and what the heck can I do about references at this late stage? I'm buffaloed, especially when they agreed at the time I asked.

STEVE N., Vernon, CT

Dear Steve:

Consider a couple of things before deciding to take the litigation route. First, it sounds like the last time you touched base with your references were when you left. In three years those employers have had many employees pass though their doors with more than few bad experiences. It could also be that those that agreed to give you a reference years ago have had more restrictive policies regarding references put into place. It's also possible that your reference people agreed to providing a reference without real thought. They could have discovered some substandard work you did following your departure and changed their tune about your "good performance."

Immediately call the two references that declined to comment on the reference calls. Ask them what they would feel comfortable telling prospective employers. If their comments are positive, ask again permission to supply their names. Also, ask if they'd pen a few positive lines for you, asking if you could pick up the reference letter to use for some immediate interviews. This tactic of picking up the letters to use them on upcoming interviews will create a sense of urgency in the individuals to write them for you. If you ask them to mail you a reference letter, you will be lucky to ever see them.

Second, go to Google and search, "employment reference checking". Hundreds of reference checking services will surface. You'll have to pay for the service but you'll immediately uncover what reference of yours is saying "blatant lies". You'll be able to use their findings as grounds for any legal action should you decide to do so.

In the future, always call your references prior to them getting reference calls, politely asking for them to take the time for the call that may come. Be judicious passing out their names, no employer has time for a hundred calls about previous employees. Last, get reference letters and copies of your reviews upon leaving. There's never a better time then when you're still on the employers turf to get what you'll surely need down the road.