Who’s there to organize the office organizer? Business Management Daily helps admins with dealing with bosses, records retention, and other key tasks.
We provide thousands of articles to help admins and office management staff through better meeting management, improved time management, and much more.
Q. I’ve been hearing a new term lately: “cat’s paw” liability. What is it, and why should I be worried about it?
It’s one of the most sensitive issues HR pros have to deal with: the boss who treats administrative support staff like they’re personal assistants. Think it went out with the three-martini lunch? Think again.
You can count the number of nations lacking a definitive law providing paid maternity leave on one hand—and still have two fingers left over. Guess what. One is the United States. That’s what Human Rights Watch found when it studied family leave practices worldwide.
Question: “I am administrative assistant in a municipality’s executive office. For two years, I also handled the secretarial and receptionist duties. So I was thrilled when we recently hired an office manager (a retiree), a secretary (a young, spunky lady) and a receptionist. However, the way they work drives me nuts. The secretary does not take criticism well; the office manager doesn’t manage and is not tech savvy; and the receptionist asks dumb questions (“Can we give out our boss’ SSN?). I'm tired of babysitting them and our boss won’t help. I have my own job to do; how do I get them to do theirs?” —Dusty
When just the thought of creating the official meeting minutes makes your writing hand freeze, take note: Preparation starts well before the meeting. Keep this simple checklist handy:
Is it wrong for the boss to ask an assistant to handle his water bill? Should a boss’s personal tasks be part of an administrative pro’s duties? Our readers weighed in on the topic, revealing a range of opinions on what’s fair to expect of an admin.
Whether your office has sophisticated scheduling software, day planners for everyone or no formal calendar management at all, a few visual reminders can keep everyone running on time...
Before you officially terminate an employee, make sure you have nailed down the reasons. That’s the official word—even if your decision is challenged. Here’s why: A court may see new or additional reasons as evidence that the first reasons were just excuses.
In recent rulings, the Supreme Court clearly signaled its unwillingness to tolerate even the appearance of circumventing the nation’s anti-discrimination laws. Employers must have investigative procedures in place to help guide decision-making when an employee could be disciplined or terminated.
Is your direct deposit or paycard campaign a little long in the tooth? Now may be the best time to update it to encompass new communications media, such as smartphone apps. Leverage the technology for smartphone banking apps to sell direct deposit or payments via payroll debit paycards. You can go one step further and pair electronic pay with paperless deposit statements.