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Office Management

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.

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Stan, a marketing manager in New York, talks about his credit-hogging boss.
Employers that come down hard on employees who have just requested FMLA leave are looking for trouble—especially if the employee was performing well until recently. The timing will look suspicious ...

Welcome new hires by taking their pictures and posting them in a high-traffic area.

The third time wasn't the charm for Wal-Mart. The giant retailer recently lost its third high-profile case in which it was accused of violating workers' rights to take rest and meal breaks.

Q. We recently discovered that one of our employees has been falsifying her timecards. When we confronted her, she admitted it but said that she only began doing this recently. An internal investigation showed that this has been going on for several years. Over the past two years our company overpaid her at least $5,000 as a result of her fraud. She resigned. Her final paycheck, including wages and accrued paid time off, is $1,500. Can we refuse to pay her final paycheck and use that money to offset the $5,000 she owes us? How do we recover the remaining $3,500? ...

If you're a private employer with 100 or more employees, or a federal contractor with 50 or more employees and a contract of $50,000 or more, the September 30 deadline to submit the 2008 EEO-1 survey is fast approaching. The EEO-1 form was revised for 2007.  Although the Equal Employment Opportunity Commission (EEOC) does not require employers to resurvey current employees using the new race and ethnicity categories, it strongly encourages employers to do so.

Q. Our company has operated union-free for many years. How can we best protect ourselves against future union-organizing activities? ...
Do you have a problem supervisor or manager who acts like a Marine Corps drill sergeant? While it may not be technically illegal to berate and yell at subordinates, abusive bosses sometimes cross a dangerous legal line—the one that marks the boundary of behavior that constitutes intentional infliction of emotional distress ...
Warn hot-headed supervisors that they risk personal liability if they don’t cool it. Employees claiming intentional infliction of emotional distress can sue the company and the supervisor personally, collecting from both ...
In the early 1990s, Detroit executives told the 3,500 employees at General Motors’ assembly plant in Wilmington, Del., that GM had decided to shut down the place by 1996.
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