I’m Thankful for People Who Work on Thanksgiving

For the first time in our 25 year marriage, my husband and I will be alone together on Thanksgiving. We will be over 1300 miles from our children and grandchildren, whose number is so large that I am usually required to roast two Thanksgiving turkeys. With just two of us to celebrate the holiday together this year, my Thanksgiving dinner solution was simple.

Eat out.

I live in Naples, Florida, which is mostly a resort town. People flock here from cold climates every November to April to enjoy the beaches and the golf courses. Winter holidays find the area packed with people who all have to eat, so restaurant dining options are plentiful on the Thanksgiving holiday.

Thanksgiving dinner at a restaurant gets prepared and served by employees. Working stiffs. Waitstaff and dishwashers and prep cooks – people working on the holiday.  I don’t know who will get to share the tip,  but I’ll leave a big one, because I will be thankful that their dedication to their jobs allows me to have a meal without worry and bother.

As a former police officer, I have worked a lot of Thanksgivings (and Christmases, etc.), usually responding to family fights at homes where too much liquor was consumed by too many relatives. So I can sympathize with people whose job forces them to bundle up their kids and ship them off with relatives for the day while they work, because I have been there and done it.

The author, around 1978
Me, around 1978, a working police officer.

I don’t sympathize too much with people who gripe about working on Thanksgiving, though, like the workers from Target. After all, police officers, medical personnel, hotel service, restaurant workers, football players and others* have been working the holiday for years. Everyone seems to have survived just fine.

Maybe the Target workers who are complaining about the loss of  “family time” should think about what they can be thankful for – and it’s not that they have a job. They can also be thankful for others that are working on Thanksgiving, like the police officers who show up  if there is a fistfight  in their store, or the ambulance driver who responds when a customer has a heart attack. These employees, and countless others, have sacrificed family time for years in order to serve the community, keeping it safe, happy, and entertained.

And serving the community is really what working on Thanksgiving is all about – no matter what your job is.

*(Movie theaters are generally open on Thanksgiving, staffed by workers. Here’s a great letter to Target workers about that. Thanks to author Matt Stollak, as well as Victorio Milian for inspiring this blog. )

Vetting Social Media Speakers

The Klout "fail" puppy is cuter than a fail whale.

If the term “human resources” is in your name, like Society for Human Resource Management (SHRM), it would be reasonable to expect that you know something about choosing qualified candidates for a job function. Right?

So if SHRM – or a SHRM-affiliate – is looking for a conference speaker to discuss Twitter and how it relates to employment law, it would also be reasonable to expect that the speaker is knowledgeable about, well . . . Twitter and employment law.

Am I missing something here?

I ask because SHRM, the national organization, and some SHRM affiliates, don’t seem to agree with me. They have an unusual habit of presenting employment lawyers to talk about the crossroads of law and social media, but who know nothing, or close to nothing, about social media.

I am not making this up.

I first came into personal contact with this questionable practice in March 2010, at the SHRM Legal-Legislative Conference. Better writers than I blogged about it. Since then, I have encountered the practice several times, most recently at the massive SHRM annual conference in Las Vegas. Check here and here for rants about that session. Sadly, my own state will be adding to this travesty this October, when they present a session on “Twitter and Terminations”, led by an employment lawyer who is not on Twitter, and whose entire social media presence consists of a LinkedIn profile.

This practice truly short-changes attendees. Attendees have every right to expect that a human resources organization has properly vetted their speakers and trainers, and that those people have a certain amount of expertise in the totality of their topic. This is especially true since it is so easy to search people using Google to see if they have any kind of social presence at all.

If SHRM and other organizations want to really delve into their evaluation of a speaker’s social media involvement, they can also use rating sites like Klout or PeerIndex to see how involved a speaking candidate is on social media. I am not advocating that a potential speaker has a particular rating or number, but they should at least have one.

Is that really too much to ask?

My Klout score has dropped lately, but I least I have a score!
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