How to survive ‘Casual Fridays’ at the office

Dear Greg,

It’s that time of year again and I am filled with dread because of casual Fridays. I love being able to throw on a suit — nothing to think about. Now I have to have an “outfit” and my kids tell me I dress like a grandpa. What’s the best way to handle this?

Let me tell you, my fashion-challenged friend, that you are ahead of the game because admitting you have a problem and asking for help is the first step to fashion recovery. So here’s the scoop. You first have to figure out what “casual Friday” looks like at your company, because it can vary widely. Even then, your casual needs to be age and personal-style appropriate. It would be hard to go wrong with conservative casual — khakis, button-down shirt, nice loafers (with socks — you’re still at work, not Nikki Beach!). Take a cue from your peers, then head to a men’s department and ask for help putting together some clothes you can mix and match. Think color-coded Garanimals for adults. Don’t forget to groom, too — a good haircut and a clean shave go a long way, and if you look good you will feel good.<

Dear Greg,

I am looking for a job and some employers and recruiters ask me about my compensation history. I thought it was illegal to ask about that. How should I handle such requests? 

States are quickly adopting regulations that prohibit employers from asking about current compensation or pay history. The laws were adopted to end pay discrimination, because if someone in a certain class, such as women or minorities, has a history of being paid less, then basing their future pay on what they earned previously only perpetuates the cycle. The laws have been adopted in 15 states including NY, NJ and Conn. You could say that you thought compensation history was no longer relevant, since often the question is asked out of ignorance of the relatively recent law, and then pivot by saying that what is more relevant is your salary requirement. This is particularly appropriate if you feel that what you are earning is below market. It’s a judgment call you have to make based on the circumstances and what you are comfortable doing.

Gregory Giangrande is a chief human resources and communications officer in the media industry. E-mail your career questions to [email protected]. Follow Greg on Twitter: @greggiangrande. His Go to Greg podcast series is available at https://itunes.apple.com/us/podcast/go-to-greg/id1372568339

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