“I’m a freelance writer and my clients think I’m a 24/7 ATM. They send me money orders late Friday afternoon with a deadline Monday morning. Or they invite me to impromptu meetings (virtual or on-site) without worrying about my schedule. Part of the reason I’m self-employed is to avoid the 9-to-5 culture and have the flexibility to run errands and parent. I inform them of my availability or I say “I can start on Monday” to show that I am not giving up my weekend, but they continue to write to me after 6 p.m. and on weekends. It’s all the more insulting because if companies give me contracts, it’s to avoid paying a full-time employee. However, they expect full-time access. It’s like that with all my clients. How do I make them understand that my phone number is not 911? Why do companies require more availability from the self-employed worker than from an employee? »
As you point out, employers often use self-employed workers to obtain full-time work without taking on the financial burden of an employee. They don’t care about your time management. The only thing you can control is you. If you don’t want to work after a certain time, make that clear and only make yourself available according to your schedule.
It may mean losing contracts and you have to decide what matters more: the work or your time. What I tell people with unreasonable expectations is that their emergencies are not mine or that there are no writing emergencies. Sometimes this perspective is useful.
“Last year I produced work that was so successful that the client publicly held it up as an example of the work they expected from other freelancers.
“When the company opened a regular position to do the same task – alongside the young employee who already gives me the mandates – I applied. I sent my CV, references and a letter detailing what I had already accomplished for the company and what more I could offer. I highlighted how my young colleague and I would make a duo that could go much further.
“I received an automated email rejection stating that they had chosen “other candidates whose skills better match [their] needs.” This contemptuous rejection, without interview, undermines my morale.
“Do I have any recourse? Should I ask HR for clarification? I find this experience trying. My contact, the young employee, is aware of the situation and has not addressed it, but she is offering me work. I don’t want to burn any bridges. »
In the job market, nothing is guaranteed. You may be eminently qualified for a position, have a relationship with the company or other feathers in your cap and not be called in for an interview. You may never know why you were left out.
You can of course talk to human resources, but the explanation will not satisfy you. You have to find a way to move forward.
Maybe you’ll leave this client. Perhaps you will apply full-time elsewhere. Perhaps you will speak a word to your contact, to understand and obtain useful information to close this file in your mind. Either way, you know one thing: you are doing a great job and you will continue to do so.
“Can we correct subordinates’ mistakes in their emails? Is there a way to do this tactfully? I manage someone who makes mistakes in their emails sent to the team. I understand what she means, but I’m disappointed, there are so many automatic correctors to check spelling. It’s not in all of his emails; maybe one a week. Should I talk about it? If yes, how ? I don’t want to undermine his credibility with his team and the company. »
In general, if someone has a consistent spelling problem, it’s okay to point out the problem tactfully. That said, it seems that for you this is a more personal than professional problem (which is also legitimate, a boss has the right to his preferences). An occasional spelling mistake is not necessarily a sign of a real problem. It seems like your subordinate sometimes writes too quickly and doesn’t take the time to proofread before clicking Send.
You are their boss, take this person aside or write them an email to warn them to pay more attention to their written correspondence. If you have two or three recent examples, attach them to make it clear. Offer support and resources to help them improve their spelling.
“I work at a company whose owner and CEO has very strong public opinions on the Israel-Hamas conflict. His personal philanthropic activity (known to the public) aims to support the Israeli army. My opinions on the conflict are opposed to his and it makes me uncomfortable in the office. Other than that, I like working here. I know that sharing or not sharing the CEO’s political views is a stupid criterion for deciding if you want to work somewhere, but in this case, it affects me on a whole new level. Am I exaggerating the importance of this? »
Only you can answer this question. Your differences of opinion with your boss on Israel and the Palestinian question trouble you, that’s clear. That being said, we have to live and work with people who don’t think like us.
Here are some realities: Every day, the Gaza Strip is bombarded by Israel, which says it will not stop until all the hostages are freed. Israeli authorities ignore international protests, the United Nations or public opinion in Israel or elsewhere. And we cannot ignore decades of occupation.
Hamas is also implacable. Its members, terrorists, entered Israel, killed 1,200 people and took hundreds of hostages. He will continue to commit acts of terrorism. It will not stop, its leaders say, until the Palestinian territories are liberated and Israel is destroyed. This is unacceptable. It must be said. This is all horrible.
How to resolve such a situation? There have been more than 15,000 Palestinian deaths in Gaza since October 7, most of them civilians, including many children. It must be said too. This massacre will continue until the United States decides enough blood has been shed. Sadly, we live in a bloodthirsty world. Indeed, it touches us on a whole new level. Can you tolerate working for someone who pays money to the Israeli army? I think you already know the answer.
