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Human Resources

From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.

Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.

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References right here

by on January 1, 1999 11:00am
in Hiring,Human Resources

Avoid putting “references on request” on your résumé.
When you’re presented with an employment contract to sign, don’t just dwell on the noncompete clauses and confidentiality agreements.
Q. During a performance review, my boss asked me what salary increase would “keep me happy.” I responded, “What am I worth to the company?” I thought that was a smart move, but I was wrong. My boss didn’t really answer the question. The next week he told me what my raise would be in a voice-mail message (he was out of town). I was disappointed.
He’s 34 and a seasoned CEO. Dan Wagner founded what’s now the Dialog Corp. in 1985, when he conceived of an online business information service. Today, he runs a London-based company of 1,100 employees with global operations and partnerships with Microsoft, IBM and many other firms.
When you’re officiating between two bickering employees, don’t rush to judge.
Scratch poison ivy from the list of “serious illnesses” that qualify under the Family and Medical Leave Act.
Always apply the same type of disciplinary measures to “similarly situated” events.
Q. I supervise an employee whose hygiene is so poor that fellow employees complain to me and, frankly, gag from the smell. Our HR director has twice asked him to do something about his hygiene. But the problem persists.
Most of my employees are hard workers who keep their priorities straight. They don’t have time for distractions. They’re too busy producing results, making money and having fun. But I’ve occasionally squared off against what I call “petty plotters.” They’re the ones who find ways to avoid their work—from threatening to sue the firm on trumped-up charges to stretching federal or state labor laws to the limit.
When you receive a promotion that’s a big letdown, you’ve got a choice: sulk or bounce back.
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