Related Posts
We're looking for a Senior AD who wants to produce lots of TV with crazy talented writers, a great REMOTE work-life balance and very few layers. You'll have access to C level daily. Most briefs are one, sometimes two teams and you'll produce what gets bought. Sound good?
If so please send your CV to Jsimotics@digobrands.com.
Hi, I received offer letter from jpmc and accepted it. Today, HR told me that my offer was not processed since i had attended an interview and got offer from Mphasis for a JPMC client one year ago( which i declined later) . Could you please let me know, will it affect my current offer from JPMorgan Chase
New to Fishbowl?
unlock all discussions on Fishbowl.



This is a great example for using Copilot, ChatGPT, or whatever AI system you use to assist you in crafting appropriate messaging.
I was going to recommend ChatGPT, as well. Just put in some talking points and it will craft a response for you.
We have a pretty explicit hygiene and personal appearance policy. Now I have had to address issues with our team members regarding their odor before. But since we already have a policy in place, it makes the conversation easier.
How is this an HR issue? And why have an entire policy when only "some people" were smelly? Deal with the miscreants. Employees do NOT like being told that they have to wear deodorant when they DO wear deodorant, and the smelly people won't even realize you're talking to them specifically.
You also can't dictate to people what kind of deodorant they use. They could have allergies to some of the ingredients in commercial chemical deodorants.
We in HR need to get out of the "let's write a policy" mindset for things like this. Here's an example: we don't have a policy prohibiting peeing in the company hallways, but we WILL discipline you for peeing in the hallways. No policy needed.