Worst Employers of 2023: A Year-End Conversation

What if your boss was crowned the worst employer of the year? Imagine if the narcissistic nature of the NFL was finally penalized? That's what we're diving into for our final episode of 2023, a full-on reflection ranging from the delightful to the disgraceful. Beginning with a spirited discussion about a viral NFL celebration, we voice our thoughts on excessive displays of self-importance and the clamor for penalties. We then swap our sports hats for headphones as we share Spotify stats that demonstrate our growing listenership, and we extend our heartfelt thanks to you, our incredible supporters.

Next, brace yourself for tales of the worst employers of the year. We are appalled at the audacity of a company employing children in dangerous roles and a pizza shop owner facing labor-related charges for the mistreatment of undocumented workers. We express our resentment towards managers who prioritize their own appraisals over those of their team, before we call out an unethical firm that doesn't honor overtime payments. Join us as we emphasize the need for ethical and fair treatment of employees in the workplace.

Just when you thought it couldn't get worse, we bring you employment lawyer Jon Hyman's nominees for the worst employers of the year. Prepare for shocking tales of child labor abuse and workplace sexual harassment, as we share our take on the most outrageous and amusing culprits. Don't forget to cast your vote by December 13th to help decide who will be dubbed the worst employer of the year. As we wrap up, we also recount our favorite HR horror stories and leave you with our best practice advice. We'll be taking a break in December, but fear not, we'll return in January, refreshed and ready to bring you more enlightening, entertaining, and thought-provoking content. Stay tuned!

Transcript

Speaker 1: 0:02

Had you actually read the email, you would know that the podcast you are about to listen to could contain explicit language and offensive content. These HR experts' views are not representative of their past, present or future employers. If you have ever heard my manager is unfair to me. I need you to reset my HR portal password. Or can I ride up my employee for crying too much? Welcome to our little safe zone. Welcome to JDDHR.

Speaker 2: 0:50

Welcome to JDDHR, to podcast by two HR professionals who want to help you get through your work day by saying all the things you are thinking, but say them out loud. I'm Warren.

Speaker 3: 1:00

And this is Feathers.

Speaker 2: 1:00

Alrighty. Well, it's our final episode of 2023. We're going to take the rest of December off and start up beginning sometime in the week of January 9th. So if you're looking for episode from us in two weeks, it won't be there, so we're going to take some time. I know Feathers is once again traveling, galvanting around the world and having some good times doing that. I don't like to sit.

Speaker 3: 1:28

Still, it's this fucking industry. It makes me want to go crazy and go somewhere. I'm back to my. I'm back to my moniker from earlier this year. I mean, they're going to tell us we're off, I'm not quite my job. I'm leaving the country. I'm leaving the country, yeah.

Speaker 2: 1:47

The feds aren't supposed to hear that.

Speaker 3: 1:49

Yeah, exactly.

Speaker 2: 1:50

Anyway, but I you know the Thanksgiving episode right around there. I gave thanks to a bunch of y'all for your support and, as always, we do want to thank Halle, the original JDDHR Rockstar, and Bill, our second Patreon contributor. You can join them, just follow the links in the show notes. But we also need to thank the underscore orchestra for use of the theme song Devil the Devil and Andrew Coppa our voice, our voice. Artists, I, if you, I do not use Spotify. I'm actually sort of kind of anti Spotify in many ways, just because the way they do things like they will throw ads and JDDHR podcasts and I don't see it done from. But anyways, anyways. But just like those who use Spotify for the music or the podcast, they put out a thing for podcasters about your audience. So I wanted I put it out on the whole video that they gave me. I put that on our Instagram account. Check that out.

Speaker 2: 2:47

But in the end of the year, things that there were some interesting stats I wanted to share with everybody and also thank yous. This is just tremendous. And one thing I was sending feathers off air the stats I get from our host are not. This is like only the second time in four years I've logged on to my Spotify podcaster account. The stats I get from my host do not. I think we're doing really well, but when I see the stats that Spotify says we have and I was like whoa, we're doing really really well. But anyways, going over the some of their stats, I found interesting.

Speaker 2: 3:23

Y'all are sharing the show through Spotify, through direct links, facebook and text, which thank you very much. That's how we're going to grow. Now you, somebody. Since the last time I checked, our rating went down from a 5.0 to a 4.6. So I need to get some more of y'all to put some 5.0 ratings in there on Spotify for us. And then they classified us as a gardener because we've seen 80% growth in listeners over the last year, 109% growth in streams, 127% growth in followers and, speaking of followers of the people who follow JDDHR on Spotify, 193 of you have us in your top 10 podcasts. 139 of you have us in your top five podcasts. And get this, you'll never believe this 32 people on Spotify have us as their number one podcast. So thank you all 32 of you.

Speaker 3: 4:27

That's because I have 32 accounts.

Speaker 2: 4:30

I put an add up on 5.0.

Speaker 3: 4:33

Actually I understand now why our rating went down from 5.0 to 4.6. They heard us sing.

Speaker 2: 4:39

We have not received any lawsuits for loss of hearing or emotional trauma or anything from our last episode, so let's keep it that.

Speaker 3: 4:47

Do we have an EAP for us? Like is there somebody?

Speaker 1: 4:50

I can talk to.

Speaker 2: 4:53

There are no pinnipets to working here. Is there an HR for the HR? Never, yeah, but yeah. But I wanted to go over. I found that those stats interesting. I wanted to thank you all again because it has been a great year for JDDHR and love doing this for you.

Speaker 2: 5:10

But let's get into some real topics. I've got a few smaller topics to cover before we get into the meat, the heavy topic. But you and I are both football fans, but I don't other than like a Super Bowl or being at someone's house. I don't think I've watched a pro NFL game in over five years. If I met someone's house, they've got it on. Sure I'll watch it. I'm on because I turned to TV.

Speaker 2: 5:36

I've just really lost interest in the narcissistic brand of football that the NFL is. But for those of you do not know, tariq Hill, he's a wide receiver for Miami. A couple of weeks ago he scored a touchdown and he went to one of the Miami team photographers and took the guy's cell phone and then recorded himself doing a back flip and then he went viral, all this other things. And the photographer his name, is Kevin Fitzgibbons. He's seen on another person's camera jumping up and down being all excited for it. Well, hill was penalized for using a prop in a celebration, which let me tell you one of the reasons I don't like the NFL, the narcissistic football league. All these stupid celebrations all the time, and they rehearse these celebrations more than they rehearse their playbook and things like that. It's just all. Look at me, look at me and I think if you do one of these ridiculous celebrations, the penalties should be no touchdown, you go to fourth and 35 from your own two yard line and start to play again, and we can end this crap right now. But anyways, nfl suspended Kevin Fitzgibbons, the photographer. He revoked his on field access, then he did this really moving video on when everywhere is Facebook or Twitter, tiktok, all those wonderful social media sites, and you know he said he understood the situation and being suspended.

Speaker 2: 7:10

But there's a lot more to the story. Brick Hill and Fitzgibbons are quote-unquote, lifelong friends, but they say it wasn't planned. And now you know, because everything in the NFL is planned. Yeah, it was planned. Now Hill says he's going to pay any miswages because watching the video, it's not like he had to open the video, the phone up and turn it to the video app and get ready. He was ready for it. Pretty much there. But Hill says he's going to pay Fitzgibbons lost wages.

Speaker 2: 7:39

But there's even more to the stories than that. The NFL says he hasn't been suspended from other all field activities, only his on-field pass has been revoked. So interesting, interesting there I. But I agree with the NFL, you know, if I can't think anything other than this being being pre-planned and you know two best friends, lifelong friends, planning this out. Yeah, next time I score in the zone, if you're in the area, I'm going to do this. Yeah, you know they planned it out and unfortunately it's Fitzgibbons who suffers for it because they he only got a, you know small penalty for using a prop on the field. So anyway, it's crazy about that. I don't like the NFL.

Speaker 3: 8:23

You don't like the NFL? No, I, no, I've got a point of professional sports.

Speaker 2: 8:30

It's just kind of like I'm still into professional baseball, not as much as I used to be. I'm trying to get into hockey.

Speaker 3: 8:40

No, I love me some hockey. I will give you that I got my.

Speaker 2: 8:44

DVR set up to record all the Carolina Hurricanes games I want to try and get back into. I used to like hockey. I felt I don't know why, I just ran out of time, I couldn't do everything and things like that. So any who? So I got a question for you At what point when you're in the recruiting process think of your days of recruiting at what point do you cut bait and run on an applicant?

Speaker 2: 9:15

I mean, how many red flags, especially in today's era where hiring is hard? There's no two ways about it. It's hard, it's tough. The the applicants don't make it any easier but say, you know. Okay, first, after offers accepted, say somebody wants to change your start date.

Speaker 2: 9:35

Okay, that happens, generally speaking, not a problem. They want to change it again. That sucks. But okay, want to change it again. Okay, dude, we got to. You know you got to. Shit. I'll get off the pot here and other red flags. That's just a recent experience I had where someone's pushed their start date back three times on us now and I'm like, if they're being this difficult as a pre-employee, do we have any hope for them being a successful employee? I think they're giving us warning signs here and I'm trying to say it's time to cut bait, that they don't want to do that. But there's all sorts of red flags that candidates give you at the application in pre-hire stage. Are we that desperate for employees that we're willing to put up with this BS? Or I just don't know what. Say ye? Big sigh, big sigh.

Speaker 3: 10:37

You know, it's really tough when you've already made the offer to fucking cut bait. I mean I wish that there was like the magic thing. I mean I'm fine with like pushing back to your point of start date, like maybe once, maybe twice, depending on like, if I understand the situation, but at some point in time, yeah, I think. What is it? Past behaviors indication of future behavior. So I think we're going to have to go back to the past. So you're coming in pretty strong right now that you're going to suck.

Speaker 2: 11:07

Yeah, but, like I said, I know how hard it is hiring people and I know how it is, and I think some of these candidates just do some of these things to do, you know, to see, I don't know to be difficult, I think there's just difficult human beings out there that are trying to fuck with us a little. So, anyways, one last. I have one last rant I want to get out of my head before and I was giving you a little taste of this off there before we get to the main, the heart of the topic, the main topic of the day Inward views. I'm in the in-war view process and we've had some 99.9% of our managers do a great job with in-war views, that's way too high of a percentage.

Speaker 2: 11:55

98, I'll go 98. I honestly we have 98%. Do a really good job.

Speaker 3: 11:59

So what you're saying is you write them for them got it. Now it makes more sense, because anything over like 70% I'm like fuck off.

Speaker 2: 12:10

No, I, well, my, my one and a half percent are killing me. And yeah, reviews reviews are due today's Tuesday. They are due and need to be finalized and just complete. Complete on Friday. And, like I said, today's Tuesday, there's one manager. He hasn't started any of his employees reviews yet. Not even started, because I have, you know, the magic ticket to the whole system. I can see if they've started it and saved something. Not a thing, or any of their employees.

Speaker 3: 12:43

So he does his best work under pressure. Let them, let them procrastinate, oh.

Speaker 2: 12:50

This particular one. His best work is yet to be seen. I have my own opinions, but this because it's always the same managers this problem today's reviews, problem last week is Employee relations and problem last week is documentation. You know it's, it's just the ongoing story. But I tell you what and he's a technophobe too, and I'm sure I stopped by his office, but he wasn't there today to, hey, let's get your reviews done, but I'll be there tomorrow. I know he's there. Unfortunately he's there every Wednesday for better or worse. But he's gonna say he doesn't know how to do. But here's the thing he got his own review done. His own review was done and completed. His manager His is in the final, final stage of completeness. It signed off, done, filed away, whatever.

Speaker 2: 13:41

As a manager and For my one and a half employees, I didn't touch my own review until I had done theirs. I, I don't know. I I don't feel it's right to do your own review and Get that knocked out when you haven't done your own employees reviews, because that's part of being a manager. You, you have to do your employees reviews and that, just that's something that piss me off. Managers, do your employees reviews before you do your own. I'm. I wish there was a way I could put in a System a block to that up. You cannot do your own review until you have completed all of your your employees reviews. I just that blows me away. That's a little rant I had and you know it's gonna be my headache for the next Wednesday, thursday, friday this week.

Speaker 3: 14:30

So yeah, it's one example. I'm about you, warren, is you're just way too logical. Mean, of course they should do their employees reviews first before they do their own.

Speaker 2: 14:40

I mean like again, stop being logical, well and if I'm that managers manager now, I don't manage any managers now.

Speaker 3: 14:47

We're getting like a little bit my manager, manager, manager.

Speaker 2: 14:53

Well, the one thing I love about my company no matter who you are, you can be the lowest person in totem pole. You're only five rungs from the president. That's why I like about our organization, as flat as we are. But I don't have any. But if I was that person that managers manager, I would not, I would not do their review up and I would make note on their review. Why aren't your employees reviews done already? I don't know. Anyways, that's, that's my little rant and it's just like said one particular manager who always makes everything difficult, you can't, you can't even have a Employee celebration without them making it more difficult than than necessary.

Speaker 2: 15:32

So to our main topic of the day. Unfortunately, we tried and we couldn't get John Hyman this year to join us. Last two years he's joined us to talk about his Worst employers list. We just couldn't get the schedule to work this year. So I want to talk about it and if you're one of those really awesome listeners who haven't done your voting on the worst employers list and this will be released sometime Wednesday evening Maybe, because voting closes Wednesday at 11 59 pm Eastern time so you may still have a chance to vote if you're early enough on it. But John has limited his list a whittled down his list from ten initial nominees to just seven for his worst employers of the year Nominees, and you know we've covered quite a few of these over the the course of the year. So I'm gonna go over Some of the highlights of these seven and we'll and we could just talk about each one a little bit. Some of it will be rehashed, but the number the first one, not number one, the first nominee that's in the voting is the child labor abuser.

Speaker 2: 16:42

So you Packer Sanitation Services, the company's largest food safety and sanitation service, employed at least 102 children from age 13 to 17 in hazardous occupations and meat processing facilities throughout eight states. This included cleaning equipment such as back soles, brisket soles and head splitters, and at least three children suffered injuries while illegally working there. And they agreed to settle for $1.5 million in penalties. And, okay, child labor. I think kids having a job is great. Maybe not in a slaughterhouse, cleaning dangerous equipment and things like that. That's really very close to human trafficking at that point, and I think there's also some things about not paying them overtime or not paying them correctly. I didn't put all those in my notes here, but yeah, and then the company. Oh here's something.

Speaker 2: 17:49

When the wage and hour division arrived with warrants, the adults who had recruited, hired and supervised these children tried to derail investigation efforts, according to NBC. So they tried to hide evidence of the child labor violations by deleting digital messages. So this is a systematic thing. It's not just one bad manager doing stupid things. This seems systematic at that point. So, anyhow, that's nominee number one.

Speaker 2: 18:21

Nominee number two it's the, the title that the pizza shop pressurizer. Essentially another human trafficking type situation Forced labor, physical abuse of illegal immigrants, undocumented workers. They arrested Stravus and I'm going to kill this Greek name popping the owner of Stashes pizza on charges of labor related to employment of undocumented worker, enforcing him to work more than a decade through threats of deportation coupled with physical threats and verbal abuse. And so it goes on. Other employees of the Stashes pizza told the news that they don't believe the charges. What has been charged against their boss, steve, is beyond shocking, beyond belief and simply untrue, said a manager of the pizza. In 35 years he's worked with the family, he says he hasn't once encountered any Mout doing whatsoever. So you know it is, it is, you know it's a. It's a sad situation there.

Speaker 2: 19:24

Nominee number three I love these names, by the way the defecation denier. So an employee at let's see what it? Ups warehouse. He needed to use the restroom. His immediate supervisor approved it. He runs into the division manager on his way to the restroom who told him he already used his break and they need to get back to work. The employee explained their situation in the district manager said walk him out right now. If he doesn't return to his workstation, I guess if you have to go, then you can shit in your pants right here, right where you are, and that's exactly what the employee did. So anyways, employee on that one. Yeah, yeah, if someone's got to go to the bathroom, my God just let him go to the damn bathroom.

Speaker 3: 20:14

Like obviously, if there's a abuse issue like I don't know, like that's just coming from working in a warehouse environment. Just fucking let him go to the bathroom.

Speaker 2: 20:24

By denying it, you're going to cause it. You know I would think you say, yeah sure, go to the bathroom, whatever They'll go, take care of business and get back on the line or wherever they're, get back to their job. But if you're being an asshole about it, they're going to be one of those people that sit on the toilet playing on their phone for half an hour and things like that.

Speaker 3: 20:45

So usually know who this people are to.

Speaker 2: 20:48

Yeah, let's see, we're up to one number four, the pretend priests, and I love this, we covered this one. Let's see here Che Gibralty Incorporated the operator of Takaria. Gibralty agreed to pay $140,000 in back wages and damages to 35 employees Based on claims the employer used a fake priest to coerce confessions from employees and then use that information to retaliate against them. Oh, yeah.

Speaker 2: 21:20

Hey, I'm bringing a priest into work. You can confess all your sins to the priest while you're here at work and, yeah, what a great benefit to have at work. The restaurant offered employees a person identified as a priest to hear confessions during work hours. The employee told the court. The priest urged the workers to get out their sins and asked employees if they'd stolen from the employer, had been late to work or done any harm to their employer or if they had any bad intentions to their employer. So I got to give you know I hate creativity. That is awesome, it's stupid, but it is awesome and I love. I love John Hyman's image here. It's Father Guido Sarducci from the old 80s and so Saturday Night Live in there. So that added to the article. So, yeah, let's bring in a fake priest. So good, let's hear. I think this is number five. Yeah, this is number five.

Speaker 2: 22:29

The headhunter we covered this one as well. Talking about the Oregon Donation Center, the Anatomical Gift Association of Illinois, no-transcript who came into work to find dismembered heads and sage burning on his desk Right. He'd worked there for five years and he made a complaint about the organization, about mishandling and poor conditions of donated bodies. So he reported those and of course, doing something stupid like this doesn't help deny those claims. But the president of the company denied the accusation, saying that handling body parts is in the job description, that when asked where the heads according to the long crime, when Wheatley asked his boss why were their heads on his desk, he simply responded I don't know, dale, there's a lot of strange things happening. It's like just the most nonchalant answer. But so I think this is hilarious. But John Hyman, just this week, earlier this week, put out there oh gosh, I forget the name of the late night show just covered this story on it.

Speaker 3: 23:50

I'm going to click on it real quick, john Oliver, I think, or something like that.

Speaker 2: 23:55

Yes, John Oliver yeah, covered the story last week, so that's pretty cool. But you know, if you give your body to science or something like that and they end up just cutting off the head, putting on someone's desk to piss them off, that definitely deserves you a ranking as one of the worst employers. Number six the cake boss Another story we covered earlier. You harass employee at work and then they do something even further.

Speaker 2: 24:30

Aspen Ridge property services, their operations manager, who happens to be Hispanic, received a cake at his home in the shape of a large chocolate penis and scrotum with the message eat a dick on the inside of the box cover. It was sent by the company's HR manager. We know it was HR manager because you mistakenly left her name on the package with the shipping address. Then, when the employee complained about it, what did they, the employee, do? They offered him a $50 gift card and promised an apology from the HR manager, which never happened. He quit superdiscrimination, harassment and the employee's intern. He said to allow a supervisory employee in a position of power, especially one of responsibility of human resource functions, to act in such a blatantly racist, harassing manner towards an employee is inexcusable.

Speaker 2: 25:23

So once again, the thought has not crossed my mind to do something like that, but yeah, but being that stupid and getting caught, that's definitely deserves a list.

Speaker 3: 25:41

And so the final that's maybe like some of you should interview on J to HR. Not that I want to have my name attached to that person. That person's pretty fucking jaded. I mean it might be the definition of a J to HR person. Like, at least we're kind of loving that me sometimes.

Speaker 2: 25:57

I mean we're, you know, we went like two months with like real shows, real HR shows. We didn't get to two J did. I'm going to have to see what our download stats look like for Colorado. Now I'm going to have to. Are you a listener? You want to be on the show? Reach out to me at feedback at J to HRcom. So yeah, and the 10th and final nominee. That it was his 10th nominee, but it is the final of the seven that are up for grabs here. John Hyman titles them the jackass in the box. So you know. I don't remember if we covered this or not. I think I might have had it in my show notes. That didn't ever make it, but it's a jack in the box restaurant, which was owned and operated by East box LLC.

Speaker 2: 26:46

This manager was harassing and teen and young adult female employees. According to the lawsuit, the restaurant's general manager engaged in egregious and persistent sexual harassment towards young female employees for nearly two years, including commenting about performing sex acts with employees. He even asked one female who just suffered a miscarriage if he's ready for him to put another one in her and then told another pregnant employee that he should have been her baby's daddy. He offered employees to pay for sex. Offered to pay employees for sex acts. He secluded employees in private spaces such as the walk in cooler back office, rubbing up against them. And then you can't make this shit up, master baiting in front of a female employee when she walked into the restroom. So you don't want any special spot sauce from Jack in the box. Oh gosh, it's a whole new. Third thing I didn't even think of you, jack, anyhow. Wow, those are his nominees.

Speaker 3: 27:57

So that's why I'm just the sidekick folks.

Speaker 2: 27:59

That's why I'm just the sidekick you don't want your name associated with where my mind can go at times. But so those are the nominees and I came up with a little matrix. I'm going to try and find it how I voted, because if you're still out there wanting to vote, you can vote. He's got a matrix style voting system. So you vote for number one, two, three, four and it goes down like that. So it's an interesting system. He's got going on Okay. So this is the way I voted and you can tell me what you think.

Speaker 2: 28:35

And there are some tough, tough things to do here In terms of this is the first category is horribleness. How, if you are truly the worst employer. So I put the headhunter as the worst of those employers. It was really tough. These were, these were tough choices to make, but I put the headhunter on it.

Speaker 2: 28:57

It's number one the child labor uh, abuser. Number two pizza shop. Number three defecation denier. Number four uh, jackass in a box. I put number five. Number six was the cake boss and number seven was the pretend priest.

Speaker 2: 29:15

Now, john, if you're listening, I have a suggestion. I would like you to have a second category to vote people in. In how hilarious the the offenses. So now, taking out those related to human trafficking. Child labor pizza shop. I took those out and I put them in a condition because there you, you can't have anything funny about that, that's. You know, human human trafficking is not funny in any way, shape or form. So those are out. But I did want to make it in terms of funny, so I picked the funniest one, the pretend priest. I just I love that. Yeah, number two was the cake boss. Like I said, boy, I've thought it. No well, I never thought about seeing a eat a dick cake, but I would love to have thought that. But now it's going to be in my mind trenched forever.

Speaker 2: 30:07

The headhunter. Even though it's horrible, I still gave that number three defecation denier. I kept it at number four for awfulness and hilariousness, and then number five because the other two are jackass in the box. I mean harassment's awful and all that, but this is your M1A1 stereotypical harasser that just happened to work at a jack in the box. So yeah, that was Hyman's list this year. He voting ends Wednesday, the 14th. I think that's they, just the 14th, I don't know. No, that's excuse me, that's the 13th at 11.59 PM. So if you're hearing this before that, get your votes in and we'll see. We'll see how they fall out. What do you think in terms of horribleness? Where would you? What would be your horrible number one?

Speaker 3: 30:56

I mean, I don't know, I think my worst one in terms of like not funny, but just like really fucking kidding me, has to be the child labor. I mean, come on, okay, I changed like what a hundred years ago. Yeah, we're not running sweatshops in the growing twenties anymore, the kids getting injured too.

Speaker 2: 31:17

Yeah, I can absolutely agree with that that one is that one's.

Speaker 3: 31:20

That one was just really bad. I think the most hilarious one for me has to be the HR manager. I mean that's. I mean we're here for that person. Maybe we shouldn't be here for that person, I don't know, but that's, that's pretty funny.

Speaker 2: 31:39

They may get the award. They may get John Hyman's award for worst employer. They may get the J to the HR award for most awesome HR.

Speaker 3: 31:48

Well, it's like In practice, but that's a lot of sarcasm, lots of sarcasm. We're not condoning that. We quick, we're not condoning that. I mean, but my favorite has to be the pretend priest. I mean, like I couldn't even, I couldn't even think about, like who would do it Come up with that idea.

Speaker 3: 32:09

Yeah, I mean again, they're like in a most unjaded, jaded way, it's like they're kind of actually my hero, Because it's like Like, seriously, how would you think of getting a fake priest and having them ask questions about your work, employment, I mean it's, it's, it's so brilliant, it's awful it is?

Speaker 2: 32:35

It absolutely is. And what? Where do you come up with any of these ideas? Where do you come up with this? This stuff? I just can't, can't, fath. I consider myself somewhat creative and in some ways, I would never have come up with the cake boss, the, the head hunter I wouldn't have come up with that.

Speaker 2: 33:00

The fake priest no, no, no, yeah, those, those are the very special people in the world. They missed their calling and they went into J. They went into boy. They missed their calling and went into HR. Is what happened? Right, it should have been a late night host or a shock jock on the radio or something like that. Well, anyway, that is really all that we've got for today. Once again, no recording in two weeks. We're going to start recording again in January. So look for something the week of January 8th and we'll have a special surprise then. And in the meantime, leave us your comments, your reviews, your feedback, check us out on social media. There's still plenty of opportunities to sponsor us on Patreon or any of the other ways to help the podcast out. As we get ready to get this, we'll be heading into year number four or fifth anniversary coming up. So crazy, crazy, crazy, crazy out there. So, as always, I'm Warren and this is Feathers. Oh, our best practice, don't be on John Hyman's list.

Speaker 3: 34:13

Well, actually, please do so we can have make fun of you.

Speaker 2: 34:15

Well, you know the one thing I meant to mention earlier he only had 10 total nominees this year and he whittled it down to seven. In the past he's had like 12, 15 nominees. He's had a lot more in the past. So you really, you know, stop getting better, stop getting better. Exactly, that's your best practice Stop getting better, stop being good. So, as always, I'm Warren and this is Feathers. And we're helping you survive HR one. What the fuck moment at a time.