After Yame accepted his request to go out with her, Junichi is in a bit of a daze, not sure whether it’s all a prank or not, considering what he believes to be the logical fallacy of a cute gal dating the likes of him. His loser friends commit to standing by him come what may, only to immediately turn their backs on him when he receives a sexy selfie from Yame.
Despite this, Shinpei still offers advice to Junichi: take Yame to karaoke, which is how popular kids “get a room” for sex. He elaborates on the process with his “Karaoke XXX Rule”, before “dying” from exasperation that karaoke parlors have become indistinguishable from dens of ill repute.
Later that morning, Yame proves she’s not messing around by announcing to the entire class that she’s dating Junichi, then fielding questions. Both Kashii Yui and his “little sister” are dumbfounded. Junichi tries to ask her out to karaoke, but never finds the right opportunity until she asks him out after school to that very thing.
Corrupted by Shinpei’s overblown theory about karaoke parlors (which seems to be confirmed by a sign), Junichi is initially weary of their date, but once he sees how much fun Yame is having, he stops overthinking things and has fun himself. To his surprise, she even knows anime songs; the only kind he can sing.
But after Shinpei’s three tenets of the Karaoke XXX Rule are fulfilled (Yame singing a suggestive song; the two singing a duet; Yame removing her sweater), Junichi re-enters his head for a conference with all his various alter-egos, including ‘Good’, ‘Pessimistic’, ‘Horny’, and ‘Cool’, with ‘Cool” him eventually convincing the others that if he’s a true man, he’ll give her a kiss before moving on to sex.
Junichi tries to kiss Yame, only for her to point out an errant hair sticking out of his nose and excuse herself. Out in the hall, she regains her composure, certain Junichi just tried to kiss her. Far from the easy girl for whom sex is no big deal Shinpei, his friends, and Junichi himself believe her to be, Yame isn’t the kind of girl to even kiss someone so easily. She’s more like Junichi than he presently realizes.
Hopefully he’ll find this out in time, and stop interacting with Yame with misconceptions about who and what she is, just as she seems to be embracing him for who he is, not assigning a silly label. As for Yame’s friend Ranko, it appears we’ll soon learn how she feels about this new boyfriend.
It’s five answers to five questions. Here we go…
1. How to disinvite an intern from our trivia team
I work for a large company in a small town. Like “literally everyone in town works for this company” large. It’s the summer and now there are tons of interns about. Last summer I had an awesome trivia team and it’s started up again this summer. Last year, we kind of cobbled together a team and we turned out to be pretty good! There were four of us, but we brought friends every now and then, no big deal. I was hanging out with another set of friends and there was a guy, Cosmo, who said he was into trivia, so I invited him.
Cosmo doesn’t actually know much trivia. He makes fun of us when we make bad puns or spout some extra trivia knowledge (calling us dorks/geeks/nerds, we all have a STEM background so this is just strange to me…). He doesn’t speak English well enough to understand the host on the mic, so we end up repeating the question to him several times and then he always says “oh, I don’t know [that category]”. He will contribute nothing and then if we win, he’ll still take a cut of the prize. All of these things on their own have happened with guests we bring, we’re usually pretty laid back about it but all of these things together have been a headache!
Another intern, Wanda, organizes the group and has agreed with me several times that she doesn’t appreciate Cosmo being there, bringing us down (mood wise but also the score), and then taking our prize money. Wanda has stopped responding to his messages, but there’s one trivia night in town, he knows where we’ll be even if we don’t confirm it. This is a small town, everyone knows each other, everyone works with each other, how are we supposed to tell Cosmo to take a hike?
Can you be straightforward with him about the problems? For example: “When we’ve invited you in the past, you’ve made fun of us, called us names, and taken a cut of the winnings after not contributing any trivia answers. So for now we’re going to keep the team to just the four of us.”
2. I was told to take a week off unpaid due to someone else’s health
I’d love to hear what you and your readers think of an HR incident that happened to me a few years back. For over a decade now, I’ve worked in payroll in HR departments across the Canadian federal government. This occurred in 2010, when I was a senior compensation advisor.
Against all odds, I came down with a case of acute viral parotitis, also known as the mumps. I had virtually no pain at all (besides the embarrassment of looking like a greedy hamster) and felt completely normal, but I was considered contagious for about a week following the first signs of symptoms.
I stayed home for the week as recommended by my doctor and with my manager’s approval. But then I was out of sick leave to use and could not afford to take unpaid time off. I was, after all, feeling perfectly fine and, as per my doctor, not likely to be contagious anymore.
However, I had a slightly junior colleague of mine who happened to be expecting and going through a particularly difficult pregnancy (she was later on put on bed rest at five months along, unrelated to this incident). She asked our manager that I not be allowed back to work yet since parotitis is extremely dangerous to pregnancy, let alone challenging ones. I of course agreed, as I would never willingly put anyone’s health or pregnancy in jeopardy.
The issue is that my manager asked that I take another full week off, unpaid. As someone who lived paycheck to paycheck, I could not afford this at all. In hindsight, I should’ve taken this to Labour Relations in hopes of finding a compromise of some sort, but I didn’t (my manager at the time was a rather intimidating woman). I ended up losing a week’s wages, which impacted my personal life in a number of horrible ways for months following the incident.
How do you figure a situation like this should be handled, particularly in an office that, for very legitimate security reasons, does not allow working from home?
Ooof, this is tough.
It’s easy to say that if you were cleared by your doctor to return to work, then you should have been allowed to return to work, and that if your coworker had concerns about being around you, at that point the burden should be on her to be the one to stay home. But in reality, it’s a lot easier to say to the person who’s been sick “let’s have you stay out one more week to be sure since we have a pregnant person here” than to say to the pregnant person “if you’re worried, too bad, handle that on your own.”
But your employer could have solved the whole thing by covering your pay that second week, and they should have. As it was, they helped out your coworker at real financial cost to you.
3. Spending weeks off the grid in the middle of a job search
I’m job searching, and have submitted several applications that I’m hoping to hear back about. I’m also planning a three-week backpacking trip in the wilderness in a few months and will be 100% off the grid.
For work, I will of course use an auto-away message, but I hesitate to do that on my personal email. The people in my life who need to know already know, so I don’t want to look overly braggy, and I also don’t want to advertise that my apartment will be unoccupied for such a long period of time.
But will this hurt me if an employer tries to contact me for an interview? If I don’t reply for 2.5 weeks but then respond with a sincere apology and sincere interest in the position, is it possible that they would have moved too far along in the process to consider interviewing me at that point? And if a company is moving that quickly, would an auto-reply saying that I’ll be away for three weeks help slow them down, or would they continue to move on without me anyway (rendering the auto-away useless in its intention)?
If you’d be willing to set up the auto-reply, that’s the best solution. Some employers won’t be willing or able to wait, but some might be, especially if you’re a very strong candidate. But if you don’t want to do that for security reasons, then yeah, responding to any emails with an explanation once you’re back is your best bet. A lot of employers will be too far along in their process at that point for it to matter, but others might not be.
Basically, going off the grid for three weeks in the middle of a job search means there’s some risk that you could lose out on some of the positions you’ve applied for, and there’s no way to guard against that 100%, so it’s just a possibility you have to be okay with.
However, if you can, I’d stop applying for things a couple of weeks before you leave so that you’re not sending applications out there and then immediately going dark when people might be trying to respond to your latest round.
4. How to screen for candidates who can put up with internal bureaucracy
I was recently promoted at work, and now have to hire a replacement for my previous role. Based on my experience and the experience of my colleagues, I’ve seen that people who are willing to put up with internal bureaucracy (lots of internal meetings, BS memos, etc.) and are comfortable with a top-down approach perform better than people who expect more autonomy. What is the best way to screen for this quality in interviews?
First, be transparent about this aspect of your culture, so that people who know they aren’t a fit for it can self-select out. Give a few examples of what you mean, so that they can clear picture the sort of thing you’re describing. If you use shorthand, there’s a risk that people will picture something different, so clear examples help.
As for interview questions, ask people to tell you about a time or two when internal bureaucracy was slowing down a project or process they were involved in, and how they handled it. Also ask them to tell you about a time when their boss wanted them to do something differently than how they would have chosen to approach it, and how they handled that. With these questions, be prepared to ask follow-ups to really dig in to how they operated in those circumstances (for example, “What was the hardest part of that?” or “that sounds tough — how did you respond to X?”). The idea here is to explore how they’ve done in situations in their past that are similar to what they’d encounter in your organization, and to listen to how they talk about it too. (Do they sound matter-of-fact, frustrated, jaded, etc.?)
5. My former job keeps paying me
I resigned from my job, but they keep depositing a check in my direct deposit. I can’t get in contact with anyone! Can I get in trouble?
They can make you return the money once they realize it’s been happening. Keep trying to reach them. (And if you’ve only been emailing, start calling instead.)
And for now, put the money aside and don’t touch it, since it’s very likely that at some point they will reclaim it (which legally they can do).
how to disinvite an intern from our trivia team, I was told to take a week off unpaid due to someone else’s health, and more was originally published by Alison Green on Ask a Manager.
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Those eerie shining orbs staring at you from the bushes when you take the trash out at night could be any number of animals, but why do their eyes glow like that? learn some more with this insightful video
Submitted by: (via Sci Show)
Another five minutes of Hotaru fooling with Yume using “practice” as an excuse. Even Yume is starting to have her doubts, and while Takeda is totally unaware, Fujiwara has now caught the two kissing on the slopes.
Rather than elucidate Takeda on the situation, he decides to take Hotaru to his room for the night, leaving Yume little choice but to invite Takeda into hers, or leave him out in the cold. Not exactly forcing a choice, but certainly limiting them.
For the record, Fujiwara and Hotaru are (separately) in agreement that Yume has the power to stop this…but she has to want to. At least she knows Hotaru has the tendency to throw her off balance.
But at some point she’ll have to decide which way to tip the scales: first boyfriend, or best friend who seems to want more.
Free cheers go out to whoever freed just about 40,000 minks from a Fur Farm in Minnesota!
The WCCo, an animals right activist group, announced that someone or some organization had successfully freed 40,000 minks from the Lang Farms Fur Farms.
Some cat people love their pets so much that they would just about anything for them. One of them is a youtuber named 'CrazyMrJohn' who built an elevator just for his kitty companion to ease its 'getting around'. This particular elevator is operated by the cat and features an infrared cat-flap that responds only to the cat's collar. Genius!
Submitted by: (via CrazyMs.John)
A reader writes:
What is your opinion on “courtesy interviews”? Specifically, interviews for the sake of appeasing higher-ups when you have no interest in the candidate?
I am not a hiring manager and do not work in HR, but rather my boss has tasked myself and a few colleagues to filter through resumes for a new position and conduct initial phone interviews before we pass a few candidates on to him. For the record, I work in a decentralized academic environment that leavings hiring to the specific research center directors since positions are very project and grant specific.
After looking through applications, we determined a list of applicants to offer initial interviews to. However, several of our more senior colleagues have been emailing us about applicants they are referring and are encouraging us to interview them. After looking at their applications (and compared to the larger pool of applicants), we did not feel they were a fit for the position but are feeling pressured to talk to interview them anyway. I feel guilty as this is a waste of our time and theirs. We have tried to push back, saying that we didn’t feel they were qualified for the position but they are saying they still want us to “talk to them.” We are crunched on time as we all have vacations coming up that limit our availability and we’re needing to get someone in the position as soon as possible. Just wanting to know your opinion on professional standards for the practice of courtesy interviews.
Courtesy interviews are an interesting thing.
Usually the term is used to mean a courtesy to the candidate, rather than to pushy colleagues. The idea is that you know the candidate isn’t going to be right for the job, but they’re a friend of the organization in some way (like a client or a colleague at an another organization who you work closely with), or a personal referral from someone in that category, or enough of a bigwig in your field that it would come across as a slight not to talk to them at all. The idea is that the context around the relationship means that rejecting them without an interview would leave them feeling like they didn’t get real consideration, despite the relationship.
I used to feel pretty strongly opposed to this, since if you know the person isn’t right for the job, it’s rude and unkind to waste their time on an interview. But I’ve come to appreciate that it can actually hurt an employer not to do it — because you end up with people feeling stung and (sometimes) feeling bitter toward the organization, in ways that truly can be problems. I still think it’s not especially courteous, but that can be trumped by the organization’s interest in preserving its relationships with people.
Now, what’s happening in your case is a bit different. It’s possible that some of the referrals your colleagues are pushing are courtesy interviews by the definition above, but it sounds like at least some of it is just your coworkers being pushy.
The thing to do here is to get more information (about why they want you to interview a given candidate), and to share more information yourself (about why you don’t want to). Say something like this to those colleagues: “Jane isn’t the right match for what we’re looking for because of XYZ. We have a limited period of time to get interviews done and we’ve filled all our available interview slots. Is she someone we need to talk to for courtesy reasons, even knowing she won’t be a competitive candidate? And if so, how urgent is it that we do that, given that we’re in triage mode with our interview time?”
If you get the sense that this isn’t really about preserving relationships for the organization but rather is just about people being sure their candidate could do the job, then you can say something like this instead: “We had a lot of great candidates for this position and so we decided not to schedule an interview with Jane because she wasn’t competitive with other candidates in areas X and Y. But thank you for referring her!” Or, depending on the details, “We’re determined to hire someone with strong experience in X, which Jane doesn’t have, so we’re not advancing her to an interview. But thank you for sending her our way!”
courtesy interviews: when colleagues pressure you to interview candidates they’ve referred was originally published by Alison Green on Ask a Manager.