1. Learn to meditate - this will assist if I am unable to learn to be more tolerant - instead of losing patience can rock quietly and chant.
2. Find somewhere private in office to meditate - have tried in the past a form of meditation that involves curling up in foetal position in the corridor and slowly rocking - has the effect of my staff losing confidence in my ability to lead them.
3. Once private space is found derive a way to ensure no one else uses it to meditate - having to book said space to meditate because my employees claim they too are "stressed" and need it will annoy me leading to increased intolerance.
4. If all above too hard embrace my intolerance. Accept that at 45 am unlikely to change and instead surround self with people who will not irritate me.
Possible job interview questions:
· Have you ever had a job that involved physical labour - if yes employ if no don't.
· Do you consider that we as a firm would be "blessed" to have you - if no employ if yes don't.
· Are you able to simply do what you are asked without sighing or eye rolling - if yes employ - if no don't.
· Do you accept that despite your degree you essentially know nothing and are lucky to have the opportunity to be taught something by me - if yes employ - if no don't.
· Finally have you played team sports (preferably rugby to a high level that means you WILL play for Blues) - if yes definitely.
What does all this have to do with Employment Law?
Quite a lot really, because if you are the owner or manager of a business you need to know what you want. You have to set criteria for who you are going to employ; make sure the criteria are logical and not (unlawfully) discriminatory.
Males who ask for work in my business have to be able to play in the forwards for Blues at Premier or Reserve grade – that is not being (unlawfully) discriminatory and is based on past experience.
I’ve never employed a failure who has been able to play for Blues, although I’ve never been game enough to employ a back. Maybe I’ll get adventurous this year.
