The boss must be crazy.
It may be the riskiest and most difficult conversation to bring up at work, but what other option does an employee have when a manager becomes abusive, disturbed, withdrawn or otherwise damages the workplace?
Leave? That may be an option, or it may not be. The same goes for visiting the human relations department. If H.R. can’t — or won’t — fix the problem, here are some tips on how to address your boss’ behavior and keep your job.
The king stood over the toilet. The reluctant owner of that famous belly, that bowlful of jelly, lifted the overarching fold with two hands, exhaled, concentrated and waited for the stream to bolt from its alcove. No luck. Seconds passed, and a soreness grew in his knees.
Kim Parker, 46, is the executive vice president of the California Employers Association. A nonprofit, the CEA provides human resource solutions for small to medium-sized businesses throughout the state. Parker is also president of the national Employers Association of America.
Change at any level — personal, professional or civic — doesn’t come easily, and we frequently need an urgent situation to force change.
A staffer in the office of Bonney Plumbing, Heating, Air & Rooter Service grew concerned after smelling alcohol on an employee headed out to a job site. The staffer immediately notified management, who met the man at the site and also detected the scent. This was enough reasonable suspicion to demand a drug test, which showed the employee had been intoxicated while driving a company vehicle.
Scott Silva got a job steering concrete-laden wheelbarrows at age 16 and started a local ready-mix company as a young man. He knew the concrete contracting business from the ground up.
Steady shifts in patient demographics and insurance reimbursement rates are forcing some practitioners to re-evaluate their business models and the way in which they deliver care.
At first glance, the email appeared innocuous enough. All employees were being asked to change their passwords. Just click the link.
Since founding Sierra Energy Corp. in 2004, Mike Hart has led the charge to make it a force in the world of renewable energy. This year, with a working gasification system to demonstrate for new investors, Hart is stepping aside as CEO.
Bringing in new owners and managers can disrupt a small business even under the best of circumstances. When death forces those changes on a business with little or no warning, the stress multiplies exponentially.