Social media is like quicksand. From afar it looks innocent, but one misstep posting the wrong image or making an improper comment can sink your reputation faster than you thought possible. Additionally, while social media can be a powerful tool to reach clients, get media attention and share promotions with your audience, managing it all can be time consuming.
Rob Reis, DataSafe’s COO and founder’s grandson, answers records management questions as DataSafe celebrates its 70th anniversary.
In 2015, we reported on the exciting new changes J-E Paino hoped to bring to Dixon with his Ruhstaller beer label (“Legacy Crop” by Allison Joy, April 2015). The 8.5-acre hop yard and farm and outdoor tasting room in Dixon, however, had their power turned off in April following a long-running disagreement with Solano County. We talked with Paino and county officials about Ruhstaller’s future.
An African-American employee is told that he “doesn’t sound black,” a Jewish employee hears that she “doesn’t look Jewish” and a gay staffer’s supervisor tells him he “doesn’t act gay.”
Those are real-life stories, according to several experts on workplace discrimination.
Knowing the difference between employees and independent contractors becomes imperative when an injured customer or client decides to sue. When it comes to making the decision of hiring an independent contractor, do yourself and your business a favor: Do your research and protect yourself. Or, even better, consult with your lawyer.
I am an exempt employee and have been working at my company for just under three years. I recently had a serious medical issue that required me to terminate a pregnancy for my own health. I’ve now had three doctor visits in comparatively short succession, and my supervisor is asking why. Since this is an incredibly personal matter, I’m wondering how much I am required to disclose?
Long gone are the days of employees spending 40 years in service to the same company. Some experts now say that you should plan to change employment every three to five years to continue to advance and grow. Whenever it comes time to leave your job, you’ll want to make a graceful exit both as a professional courtesy and in consideration of your reputation.
I work at a marketing company and often work long hours. Sometimes issues come up outside of the office, and I frequently find myself using my cellphone (and personal computer) for work. Am I required to do this and if not, how can I respectfully set limitations?
I just started a new job where I am an exempt employee. When I started, I was asked to provide a “regular work schedule” that I selected as 7:30 a.m.-4:00 p.m. When I inquired about coming in at 8:30 on Monday and Friday mornings, my employer said they didn’t favor that and as a new employee, I didn’t feel comfortable pushing back. As an exempt employee, what are the rules about standard hours?
Mention “office party,” and someone is going to have a juicy story, usually involving alcohol-impaired behavior. But according to local experts, your company’s holiday party doesn’t have to be a date that lives in infamy.
You have 10 seconds to name the key differences that determine if an employee is exempt or nonexempt. Ready, set, go. Oh, you couldn’t do it? Color me surprised. Whether you’re an employer or an employee, not knowing the difference between the two is doing yourself a huge disservice, and, as an employer, can land you in some hot – scalding hot – water.
I am currently handling a nasty investigation into bullying and harassment at my company. What do I do after the investigation if all parties remain with the company? The relationship has broken down — do we just have to move the employees? I think it’s too late for mediation.
Studies show that the problem isn’t bad workers as much as bad bosses, who aren’t just a nuisance — they’re expensive. They cost a company productivity and turnover. Yet for some reason they’re being hired again and again. So why are we so rotten at hiring leaders, and how can we change?
Discrimination, rather than lack of skills, may help to explain why older workers have longer periods of unemployment duration. Long periods of unemployment — six months or longer — have been one of the lasting problems in the wake of the 2007-2009 recession, the biggest downturn since the 1930s. What’s more, the bias worsens when gender is considered.”
Wages are still stagnant, yet employers have found something else to help attract and retain employees: health-care benefits. A good insurance plan has become a more vital tool than ever for hiring, according to a recent survey from the Society of Human Resources.
It’s not a party. It’s a meeting with barbecue and beer. Granted, nobody is (hopefully) going to show a Power Point or be called to the carpet for not meeting their Q2 goals, but it’s a meeting. Anytime you are with coworkers, you should consider yourself at work and treat it as such.
There’s an old saying about family businesses: Shirtsleeves to shirtsleeves in three generations. Grandpa hustles and creates the business,Dad takes the baton and then Junior goes down with the ship. According to the Family Firm Institute, just 30 percent of family businesses survive into their second generation, and only 10 percent make it to their third. Why do these firms fail?
I work for a small, established company, and we don’t have policies in place for employee reviews. Actually, we don’t really do reviews at all. I find this odd. Is there a reason a company wouldn’t ask for or provide formal feedback? If I wanted to put a procedure in place for the people I manage in my department, what would I need?
The sickening, wooden crack of a falling tree can strike fear into the hearts of property owners. Maybe that’s true for anyone within a certain radius of the falling tree, but property owners have a more specific concern: They could be liable for thousands of dollars in damage to cars, or even lives.
I am a working single mom, and about six months ago I hired a nanny to help around the house on days I work late or the occasional weekend. Until now I’ve paid an hourly wage for hours worked, and I’m wondering how California’s new sick leave act will impact how I pay my nanny?