If you’ve ever snoozed it up at work, this piece in The New York Post may catch your eye. An employee got caught taking a nap and the boss said if he’s ever caught again, he’ll get fired.

Although the employee may try to claim power naps boost productivity and energy, au contraire, as per “at will” employers.

Gregory Giangrande, chief HR officer at Time, Inc., indicates if the employer is “at will,” this means “your boss can fire you for any reason — or no reason at all, provided it isn’t for a legally protected reason like race, religion, age, etc.”

So, if you insist on taking a power nap during company time make sure it’s actually on your time instead such as your lunch break.

And don’t be overt about it — catch a quick snooze in your car or something and set the alarm on your mobile phone so it’s within the specified time frame.

Here’s the scenario…a 50-something unemployed man thinks age may be a factor in the fact that he hasn’t landed a new job yet.

Working with an outplacement counselor who has recommended getting a makeover, the job seeker is questioning if that’s enabling age discrimination.

Au contraire says Gregory Giangrande, chief HR offier at Time Inc. in today’s edition of The New York Post, he writes, “I don’t think your counselor is suggesting dressing age-inappropriately or getting a funky ‘do.” Read more

Let’s face it, at one time or another you probably had a very loud next door neighbor in a cubicle who only knows how to speak with one volume level.

Well, it’s one thing to tolerate on a short bus ride or cafe, it’s quite another when you’re trying to concentrate at work and have to listen to the loud colleague day after day. According to Gregory Giangrande, chief HR officer at Time, Inc., it may be time to have a talk with your neighbor. Read more

When we read this piece in The New York Post, we couldn’t agree more.

Now that it’s 2013, Gregory Giangrande, chief HR officer at Time Inc. outlined several ways to jumpstart your career in the new year. Read more

Just as your office may become overflowing with cards and edible treats from colleagues and vendors this holiday season, what happens when an expensive gift arrives at your door?

Many companies have policies against accepting such gifts and  even if yours doesn’t have a policy, it would be prudent to return the gift.

In today’s New York Post, Gregory Giangrande, chief HR officer at Time, Inc., points out the best thing to do is to return the present. Read more

As the year winds down and we find ourselves heading into 2013 before we know it, there may be some holes in that valuable resume. As in out of work from 2011 to 2012 and now, well…

In fact, this was addressed in today’s New York Post. As for the good news? You’re not alone but when it comes to lengthy gaps such as two years or longer, it’s time to get a quick fix for temporary employment. Pronto!  Read more

Ever have a boss who’s a little slow on the technology uptake?

Maybe he or she can’t exactly draft an email without taking half an hour or perhaps he or she’s always the slowest to learn the new voicemail system that’s being implemented.

Well, you’re not alone if this has happened to you and according to today’s New York Post, there are ways to tactfully help without being disrespectful.  Read more

As priorities are instantly put into place amidst a natural disaster such as the case here in the northeast, the checklist is simple:

Family. Check.

Roof over our heads. Check.

Heat, hot water, electricity, food. Check, check, check. And yes, check.

Well, as time marches on and situations resume to somewhat normal routines after the storm has come and gone (assuming and hoping there was minimal devastation and power outages), it’s time to get back to work, right? Read more

Here’s an interesting situation: An office investigation!

Insert ominous music here.

Seriously. Investigations are no laughing matter especially when it relates to a colleague. For instance, last week’s New York Post outlines a situation whereby an employee has been told he needs to cooperate and be interviewed about the situation.

What are his or her rights considering the employee isn’t exactly thrilled to participate?

Well, according to the piece, Gregory Giangrande, chief HR executive at Time, Inc., writes, “You have the right not to be a “snitch” and not cooperate. Your employer also has the right to fire you for not cooperating and telling them what you know.”

Considering the nature of the investigation, we need to take a macro view on this. After all, it’s not about being an office snitch but rather, simply telling the truth.

He adds, “We’re talking about a shared obligation to ensure that your workplace is free from unethical, unscrupulous, unlawful behavior that threatens the company and everyone’s livelihood. So you have a choice to make.”

Sometimes you have colleagues who are cold as ice and other times? Not so much.

For instance, in today’s New York Post, Gregory Giangrande, chief HR officer at Time, Inc. advises employees to flat out tell a colleague if you’re not a hugger.

First, let’s back track. If you have a colleague who hugs people good-bye when wishing them a good weekend or kisses people on the cheek after dinner with co-workers, it may seem harmless. A little inappropriate as well? You bet.

Giangrande says in the piece, “It’s the intent and how the recipient feels about it. If you don’t like it, you need to tell him, ‘Listen, I know you mean no harm, but I’m not a hugger . . . A wave of the hand or handshake is friendly and warm enough.’”

As for another solution, the next time a colleague steps in for a close encounter, simply “step back and stick out your hand offering to shake instead.”