Question: The company I work for needs to freeze their defined benefit plan due to underfunding and expense of the plan. As the HR person I would like some insight from others who may have experience with such a matter. Also I would like suggestions on other retirement plans to consider that would supplement the frozen accrued benefits of defined benefit plans, etc. ( I work for a small bank with about 30 employees.) -- Blue Eyes
Admin Pro Forum
Share best-practices with your administrative peers. Pose a question, offer advice, or just be a fly on the wall.
Question: My boss has several direct reports that he meets with individually each month. After each meeting, my boss gives me his notes and I use them to assign tasks. We are looking for some software or a system to track when the tasks are assigned and a reminder when the deadlines have occurred.We are aware of the “Tasks” feature in Outlook but we don’t want to connect everyone’s Tasks to his Calendar. He uses that as his “To Do” list as he tracks his own Tasks. I thought of an Access database but I can’t get a deadline reminder to pop up. I don’t know much about MS Project, but I thought that might be an option. I’d appreciate your suggestions. -- Keisha
Question: I work in an office of about 25 people. I am in charge of HR responsibilities and other duties. A question came to me regarding paid time for people to smoke. Right now, we have 4 or 5 smokers in our office and they have normally taken two smoking breaks during the course of the day. Each break is for 15 minutes. While our policy manual does not specifically state that employees are allowed to smoke, it refers to brief coffee breaks. Are we required to pay our employees while they are outside smoking? I am afraid our non-smoking employees will say they are being discriminated against because they work a full 8 hours and the smokers are only working 7.5. Can we change this situation in the middle of the year or do we have to revise our policy manual and wait until the beginning of a new year? Can anyone give me some suggestions on how they handle this in their office or how their policies read regarding smoking? -- Anonymous
Question: I'm a seasoned EA who joined a small firm a year ago. Because of my experience and background, I've stood out to the firm's management. Yesterday, I was told by the CEO that I will now be supporting him, and his current assistant (who is lacking) will be reassigned. To me, this is a promotion but no additional salary was brought up. Our raise reviews are next month and he said that my review will be handled by my current boss (senior partner). Should I bring up salary with the CEO or should I wait until next month? I probably make more than the other assistant but my salary is in line with salaries in my city. -- Anonymous
Question: Three years ago, I joined my company as a receptionist. Having worked previously in management positions for several years, this was my “foot in the door” position with a well-respected company. After less than a year, I was promoted to an assistant position.
For two years, I've been extremely successful in my position. I've trained new staff that was considered upper management and have filled in when we lacked employees. I'm now in a position that I got by default when a co-worker left, and I am miserable sorting through papers and numbers.
I have continuously been told that I am great at my job and my boss can’t afford to lose me in this position. My interests lie in a more hands-on management-type position, and I'm becoming extremely frustrated that I'm not being transferred because I excel at my current job. To make matters even more complicated, I am the youngest person in the office and have been told to “be patient.”
There are also conflicts with some of the older women in the office, to the point that they've tried to have me fired. (My boss supported me 100 percent.)
I work in a male-dominated field and get along great with most of the people in my company. How do I make my manager understand that I want more responsibilities? How do I reconcile with the older women and make my managers forget the past? -- Anonymous
Question: I am a recent graduate of an admin. assistant program and am at my first job. I have responsibility for 10 people.
I have a boss who gives instructions, policy changes and training orally. I understand why he/she doesn't have time or desire to write things down.
Is there a program or a way in Outlook so that I can make notes that will be permanent? The information he provides will go into a training brochure for new staff.
Any suggestions will be appreciated. -- KJ
The receptionist at the company where I am executive assistant, although relatively friendly and engaging with co-workers, is rather cold and unprofessional on the phone. Instead of saying “May I ask you to hold while I transfer you?” she says either “Hold on a moment” or “Just a moment.”
I once said in a somewhat jovial manner: “You sure sound happy about answering the phone!” She jovially replied that I should go back to my desk and handle my job and let her handle hers. I'm not her supervisor, although typically, I should/would be. Instead, HR supervises her.
The HR administrator and I have gotten into small, uncomfortable situations because the boss will tell me to handle something, and HR will have a cow thinking it’s their project or should be their responsibility.
That department shows a severe lack of respect for the boss’s wishes. The boss can ask for a roster of folks attending a seminar, and I can ask for it twice in the following three weeks and still, the day of the seminar, there is no roster. HR indicated that it was waiting on two VP’s. But, when VP’s were asked, they indicated that HR was handling it, not them.
HR has translated this sort of behavior to the receptionist, so that when I ask her, for instance, if someone shipped a personal expense on the company DHL account, I’m told: “Don’t worry about it; it’s not your department, and I’m not going to take it up with them.”
I signed off on a work order with the A/C maintenance company, and the repairs took a day longer than they promised and our server room temperatures rose dangerously high.
I talked to the manager at the A/C company and suggested in the future that he at least call to let us know that the repairs would be delayed. He then contacted the receptionist, who comes to me saying she didn’t know why I was going off on him when it wasn’t my place to worry about it, But I SIGNED OFF ON IT. It was my responsibility to see that it was done.
The general attitude from HR/the receptionist is “Stay out of it,” even though the boss has directed me specifically to take responsibility for such things. I happen to know that the receptionist is close to losing her job because of the way she handles the phone and also visitors, whom she handles in much the same manner.
I’m at a loss as to how to handle it. If I go to the boss, he’ll tell me to talk to HR and her and “get her straightened up or shipped out.” If I deal with HR, I'll get a tossed head and rolled eyes and a mutter about people staying out of HR’s business. The receptionist will get yelled at, but nothing will be accomplished because HR simply scolds and doesn’t deliver a change or even a direction to change. If I talk to the receptionist, she'll dismiss what I say and tell me to go back to my desk.
How do I handle these situations? I'm normally a people pleaser, but also am very disciplined in what I believe is expected from someone in a professional position ... especially one as high-profile as a receptionist (first impression of the company).
I can’t stand it when people don’t do their jobs right or take pride in even trying. Yet, I do like the receptionist and view her as a “work friend.” I beg for advice of you wise people! Thank you! -- Anonymous
Question: I work in the audit department of an accounting firm. We've recently undergone many changes, and now I'm responsible for all aspects of audit administration, from typing to copying, binding, invoicing, shipping and keeping track of audit status on all audit clients.
Since we didn't have someone already doing everything, I have no set procedures in place on how to do things. I like to be organized and efficient, and I'm trying to create a tracking system to keep track of all audit clients, from engagement letter to completion. Could anyone help me with these three things?
- General procedures for audit administration or audit secretary.
- Audit-tracking system or template.
- Contacts for assistance, such as Web sites, books, seminars, training, etc.
Question: My boss is the head of my company and a genius-engineer type. He must have his contacts in a book
rather than an electronic format. Currently, I use Outlook 2003 and have created
a contact binder with tabs for Home, Personal, Medical, Business, etc.
My boss wants several contacts from the same company to be seen under one company view (one contact name under the other with phone numbers under the master company header), instead of several separate views. He also would like to see the database sorted in different ways, but he wants more configurable views rather than the several choices of view from Outlook.
In relation to this, I have several questions to other admins.
- Would a skilled Outlook user be able to change the contact format and contact views into a more easily read format? If so, where could I get the training/knowledge (i.e., training CDs, courseware or live training) to do this?
- Does anyone know of any other database program out there for personal contacts that is very detailed, flexible and configurable? (We've already scrapped Access.)
Thanks for any help.
-- Karen Kosmoski