At Work by Lindsey Novak

Q: We recently moved from a house to a condominium. At the beginning of this month, management posted a notice encouraging residents to give to the employees through its "holiday fund." The building hires a professional management company, which, in turn, assigns a manager to our 100-plus-unit building. The manager then hires maintenance men, a receptionist, security guards and a cleaning crew (with the condo board's approval).

We gave $400 to the fund, which we thought was to be split equally among the staff. We have since heard that the largest percentage is given to the manager, who is paid nearly $100,000 a year. The next highest amount goes to the maintenance men (also highly paid), then the receptionist and security guards (just above minimum wage) and finally, the cleaning crew. We were outraged the money was distributed that way — that the security staff, who is paid so little, would receive a pittance compared to the manager who doesn't need the money. Could we demand the gift be divided to whom we want to receive it?

A: Your condo association has to abide by its contract with the management company. The distribution arrangement for the "holiday" fund may be dictated by that contract or by the board of directors.

Condominium buildings can be run similar to small businesses with some silent and some not-so-silent partners. You have a choice to be passive or active owners. If you want to take part in the operational decisions, run in the next condo board election. If you don't have time to donate to the job, attend the board meetings so you can voice your opinions. If you have opinions to share with the board only, write a confidential letter addressed only to the board members.

You now know how the board distributes the money.

If they don't agree with your suggestions for changing procedures next year, give your gifts directly to the people you want to receive them.

WORKING FOUR-HOUR WEEKS NOT WORTH THE JOB

Q: I applied to several stores for part-time seasonal work and was hired at a highly prestigious retail store. Four of us had a group interview and were told by a manager she was going on vacation and would let us know if we were hired when she returned. She called us the third week to say we were hired, but we had to wait a fourth week to be trained. After two training hours, we still couldn't work and had to wait another week to complete two more hours. Finally, we could work. I had told her in the interview I wanted at least 20 hours a week, so I was happy when I saw my name on the schedule for the whole week, but I noticed an "O" next to certain names, mine included. A full-time employee told me it meant "on-call," and I was scheduled for four hours only.

A salesperson from a neighboring store said she used to work for this retailer and they don't tell the whole story to employees, which I call lying. I called the manager several times to tell her I was quitting, but she would never return my calls. How can this known company get away with such unprofessional hiring and working procedures?

A: It gets away with it because the part-time, seasonal employees tolerate it. The minute employees discover they cannot not receive their desired hours, they should quit and seek employment elsewhere. Working for a prestigious retailer for minimum wage for four hours a week isn't very prestigious. You could file a charge against the state Labor Department, which may help future employees, but it is likely not worth your time.

Email Lindsey Novak at LindseyNovak@yahoo.com with all your workplace questions. She answers all emails. To find out more about Lindsey Novak and to read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate Web page at www.creators.com.

COPYRIGHT 2011 CREATORS.COM