(FORTUNE Magazine) – "I'd have thought CEOs would know better by now than to hit on women who work for them," says a reader in Minnesota. "But alas, apparently not. Did the Bill-and-Monica debacle teach us nothing?" The letter from Frozen Out (Nov. 25), whose CEO boss abruptly stopped mentoring her when she rejected his amorous advances, has brought more outraged mail than any topic in recent memory. Writes a female executive at a software company: "Annie, you didn't ask Frozen the most important question, which is why in the world she still wants this jerk as a mentor. And if there's no one else in senior management whom she can turn to, she ought to start looking for another job." Dennis in Delaware disagrees: "If your correspondent hopes one day to reach top management, she's going to have to learn to deal effectively with all kinds of difficult people, not just smitten CEOs. The best leadership training she could give herself would be to sit this guy down and hash out the whole situation honestly, rather than try to use subterfuge to get back in his good graces."

Catherine Dick, a former investigator for the U.S. Equal Employment Opportunity Commission, reminds us that if this CEO's overtures ever escalate into outright harassment, legal remedies are available. In her old job she "often encountered situations in which women (and men, in some instances) were made to feel that their bosses' inappropriate behavior was wholly their responsibility to mitigate, ignore, or stop." Federal law says otherwise, particularly where an "employment action"--such as firing or demotion--"may be taken against an employee based on his or her acquiescence or refusal to have a sexual relationship with a supervisor." Noted.

Many thanks to all who wrote to tell how they're coping with attention deficit disorder (Sept. 30). For a comprehensive description of ADD in adults, along with insights into how to live with the disorder, a few readers strongly recommended a book called Driven to Distraction, by Edward M. Hollowell, MD, and John J. Ratey, MD (Simon & Schuster, $13.95). "Many of us with ADD do not consider ourselves to be disabled, but rather misunderstood," writes one longtime sufferer. "We tend to be highly creative and intelligent and would never admit to being impaired." Adds a reader named Julia: "We may have difficulty concentrating in the short run, but we're also capable of 'hyperfocus,' which makes us able to concentrate for hours on end and hence finish a task that would take someone else far longer." Moreover, writes an emergency medical technician in Texas, "in my job, having ADD is actually an advantage. There's no one better at moving quickly from one crisis to another." Clearly ADD is a complex condition, and anecdotal evidence suggests it's more widespread than previously thought. To those readers who wrote asking where to get help with ADD: The website mentioned in the column, www.chadd.org, run by a nonprofit group called Children and Adults With Attention Deficit/Hyperactivity Disorder, is an excellent source for support groups and doctor referrals.

The Oct. 28 column--on helping salespeople make more profitable deals by moving away from "win-win" negotiating--caused many of you to question whether the real problem lies in how salespeople are paid. "This is a pervasive but little-understood issue," writes Chris Plouffe, Ph.D., who teaches marketing at the University of Georgia. "When companies have structured their compensation plans to put the incentives on revenue generation at any cost, reps generally don't care what margins are achieved." Tom Connellan, who is a consultant for companies like Marriott, Dell, and GE on this very topic, agrees: "Changing either the cultural reinforcement or the commission structure to one that rewards profitable sales will make a huge difference."

Now let's talk about pot. "I can't tell you how relieved I was to read your [Sept. 16] column," writes a mom in Maryland. "My college-student son, like Worried in Washington, has a single marijuana-possession arrest on his record, and I've been so afraid he'd never live down that one stupid mistake." Other readers expressed surprise at how forgiving the hiring managers in my survey were. "Does breaking the law mean nothing anymore?" asks Larry from Detroit. "I would certainly look askance at any job applicant who had shown such poor judgment." Don Garland, MD, points out that many employers hope to weed out current, as opposed to past, pot smokers by conducting pre-employment urine tests: "If Worried's drug conviction does surface during an interview, he or she could simply indicate a willingness to undergo any testing that the employer might require."

And finally I'd like to ask a favor on behalf of Dress for Success Worldwide (www.dressforsuccess.org), a nonprofit group that provides appropriate clothing for job interviews, along with myriad other career-development services, to disadvantaged women who are struggling to join the workforce. Since FORTUNE readers have, cumulatively, tens of millions of years of work experience, the organization would like to tap into your collective wisdom. So please write and tell me: What do you wish someone had told you before you ventured into the business world? What advice do you have for someone just starting a career? Dress for Success will use your insights in its training materials. As always, thanks!

Send questions to askannie@fortunemail.com. Annie offers advice weekly at www.askannie.com.