With so much change underway, you could be forgiven for wanting to “take cover”. However, now is the perfect time to begin the transformations that will pave your way for future success. Begin rethinking the way that your company works with the younger generation of workers. They are, after all, the future leaders of your business.
Here’s a great article from “Nina Nets It Out.”
The Phoenix Business Press reports on a study that estimates the business cost of a lost laptop is $50,000...
Over at About.com, Susan Heathfield writes that it may be time for you to develop a lactation accomodation policy…
George’s Employment Blawg explains how a California jury awarded $17.5 million to a former employee in his lawsuit against his former employer for breaking into a laptop owned by the employee. Then George itemizes the ways the company set itself up for the verdict. It’s a good lesson for any employer.
With all the bad news facing America’s small business owners, it’s time for some inspiration:
“I seek opportunity … not security. I do not wish to be a kept citizen … dulled by having the state look after me … I refuse to barter incentive for a dole; I prefer the challenges of life to the guaranteed existence.”
Thomas Payne said that, as America was being founded. Business advisor Dr. Steven Berglas says it cuts to the very heart of the entrepreneurial spirit, and offers important thoughts to today’s business owner.
A writer asks a sticky question of The Evil HR Lady:
I’ll try and make this quick and to the point…….I screwed up! I had completed the Employer Response to Employee presumptuously and this employee has not worked for us for a year. Technically, he is not eligible for FMLA. However, he has seen the approved form (don’t think he has a copy of it). My question is……am I able to shorten the length of the FMLA time to maybe 6 weeks instead of 12, since he really isn’t eligible at all for this? I know……VERY STICKY situation since I’ve already approved. HELP!!!
To read the Evil HR Lady’s answer, click here…
Here’s a great article from Talent Junction about employee appraisals:
Recession has done at least one good thing for organizations. Shifting the FOCUS from Gut-feelings to qualitative and quantitative analysis of business performance and decisions.
“I think Steve is a great guy.” doesn’t work anymore. It has to be “Look at John’s sales performance report. It says he is doing great job.”
The next thing that comes into picture is Employee Performance Appraisals. More than ever organizations are looking to set SMART goals and conduct performance appraisals honestly. But does HONESTY itself gives accurate results?
The article offers a data-filled example to help HR professionals understand the suggested techniques.
Three-fourths of the jobs lost in this recession have been lost by men. So wrote Elisabeth Eaves in this week’s Forbes…
So complicated that one of the government agencies charged with policing employers violated it.
It can’t be good news for us ordinary folk when even a government agency tasked with overseeing employment fairness can’t get the overtime rules right.
Yet that’s exactly what happened recently. The EEOC, the federal employment discrimination watchdog, admitted in a somewhat sheepish news release that it had in fact violated the Fair Labor Standards Act with its own employees.
Here’s the entire story, from The HR Cafe.
Here’s something to brighten these dark times…
