Claims adjusters may be exempt from overtime under the California Industrial Welfare Commission Wage Order No. 4. Reason: They’re administrative employees.
For most managers, conducting effective performance reviews is the most daunting part of their job. Don’t look on it with dread! Make your performance appraisals work for you, not against you with these tools: performance review examples, tips on writing employee reviews, sample performance reviews and employee evaluation forms.
So, your tasked with assessing employee performance and writing performance reviews. Where do you get started?
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If you have to terminate an employee, don’t fall into a trap that can easily lead to a lawsuit. Don’t provide conflicting reasons for the termination or drop one when the employee or the EEOC asks for details.
Here’s another reason why it’s so important to continually document employee performance. If an employee who quits later says she did so because you didn’t accommodate her disability, you may be able to show that she could in fact do her job without accommodations.
Managers may dread performance reviews, but employees are more receptive to them than you think. In fact, 77 percent of employees polled by staffing firm OfficeTeam said they consider performance reviews valuable. Only 8 percent said they weren't valuable at all. Advice: Managers must be alert to these four potential pitfalls that make reviews less effective and heighten the legal risk:
America’s foremost business philosopher, Jim Rohn, says the biggest mistake people make is thinking they work for someone else, rather than themselves. When you pretend that you work for yourself, you’re more apt to take initiative. Here's why.
“Whenever you are asked if you can do a job, tell ’em, ‘Certainly, I can!’ Then get busy and find out how to do it.” — Theodore Roosevelt.
When you fire an employee for misconduct and he proceeds to file an unemployment compensation claim, how does your organization respond? In recent years, record numbers of U.S. employers have challenged those payouts.
There’s no doubt Generation Y will fundamentally change corporate America. It’s already started. Managing Gen Y is a hot topic among consultants, HR executives and talent management professionals. For a Gen Y’er like me, this is great news. We’re primed to change the workplace for the better. Here’s how we’ll do it.
The HR office is often the first stop an employee makes before filing a lawsuit alleging supervisor harassment. How you handle the initial complaint can mean the difference between stopping a problem before it gets out of hand and losing a lawsuit.
When people lose their jobs, they often look for some reason other than their own poor performance. And since they are off work, they have lots of time to think about the past, including real or imagined slights they endured at the hands of co-workers and supervisors.