Your gut tells you to wait a day before sending an angry e-mail or to stay away from the rumor mill. That’s your intuitive intelligence, says best-selling author and UCLA psychiatrist Judith Orloff. By checking in with your intuitive coach, she says in her book Second Sight, you end up making better on-the-job decisions and navigating office politics masterfully.
Who’s there to organize the office organizer? Business Management Daily helps admins with dealing with bosses, records retention, and other key tasks.
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Some employees think they can behave like jerks at work without any consequences—as long as they don’t harass co-workers. You don’t have to put up with that kind of nonsense. Instead, institute clear rules against such behavior. Put them in your employee handbook. Then enforce those rules—up to and including firing those who just won’t change their ways.
According to the 2010 MonsterCollege Survey from Monster.com®, 81% of the 1,250 future graduates surveyed expect to graduate with at least one internship under their belt, up from 77% in 2009. Combine a growing desire for real-world experience with tight workplace budgets and you've got all the makings for a wage-and-hour disaster.
The costs of employee absenteeism—reflected in lost production, overtime and temporary replacements for the absent worker—can add up quickly. What’s the best way to combat the problem? With a clear policy, careful documentation, consistent application of the policy and progressive discipline.
The first rule of negotiating a raise is to make it easy for your boss to say yes. That means anticipating objections and addressing them in advance. Smart negotiators rarely say, “I want more money.” Instead, they use facts to drive home their valuable contributions. Here’s how to prepare for your next salary review:
Not everyone who has a learning disability or even mild retardation is disabled. Under the ADA, every disability is measured by the individual’s condition and whether or not the condition he claims is disabling substantially impairs a major life function. Thus, someone with minor intellectual deficits may not be disabled under the ADA.
Q. An employee asked to review her personnel file, and we let her. Now she wants us to change a discipline notice she found in the file. We don’t have to do that, do we?
Q. We offer employees a set number of paid time off (PTO) days per year, which they may use for any reason, including vacation and sick days. Must we pay out all earned but unused PTO days upon termination?