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Casual Articles - Choosing an Employer-Think About Your Welfare!
Did you know that that you can earn an accredited college degree without stepping into a classroom or visiting a college campus? Everyday busy people like you from all walks of life actually are earning their college degree without the hassle of attending classes, driving to campus, or giving up their job just to fit into the traditional college schedule. Why wait on your job future when you can start now on the road to a college degree.Today’s competitive job market practically demands a college degree. Without a college degree, job advancement can be difficult since you will be competing with others with more specialize skills, usually learned from the classroom. If you are already working it is hard to juggle your job time and college classroom schedule. It can cost you real money to g
* paid and unpaid maternity leave. In many jurisdictions this provision is enshrined in legislation. Does the employer enact the requirements of the legislation with a good grace?
* carer’s leave? Many employers allow staff to utilise sick leave to care for dependents (children, elderly parents, family members with a disability)
Other supports
Many employers, particularly larger organisations, contract external counselling services which can be accessed by employees and their immediate family members. This is known as an Employee Assistance Program (EAP). Such programs would typically provide counselling for a range of issues including work issues, drug and alcohol problems and family dynamics etc. In other words, any
What I want to discuss in this article is the basic idea of honesty. The internet is a wonderful place to do business, but with the continuous flood of spyware, malware, and spam, it can be a horrible and very frustrating place for the average user. I am amazed, but not surprised, by the unethical practice of businesses using popups and spam to sale a product. It isn’t surprising because the fact is that those business practices work. Any of us that have worked in this field for awhile know that traffic is king.My experience has been one of honest return for honesty when dealing with customers. Maybe it’s not a quick buck, but I can look at myself in the mirror in the morning and know I did the right thing. I would rather have a customer for life than a fly by night sale to a custom
Who is the employer?
The employer is the organisation for whom you work, but in reality your manager or supervisor is the visible face of your employer. Have you been in a situation where your work group is full of tension and unhappiness whilst another group within the organisation seems to thrive on co-operation, good humour and great results? If staff from both groups were asked what they thought of the “employer” they would each give a very different account. It is hard not to be envious of a work group where they enjoy a positive and constructive work environment, if you are battling along feeling undervalued, criticised and/or ignored.
I was recently reading an article in a Human Resources forum where the author stated that “people don’t leave organisations, they leave managers.” This is largely true from my own observation and experiences. Sure, there are many reasons you might leave one employer other than being unhappy in the workplace, but it remains one of the big reasons for staff turnover. And if your employer (i.e. the organisation as a whole) does not have policies and procedures in place to address these kinds of difficulties your life can be made miserable.
"Employee friendly" workplaces
Employee welfare is a very broad area of interest. In the best environments employers will address employee welfare in the workplace itself and also consider employee welfare in terms of the pressures you will experience outside the workplace.
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) you might look for;
* Clear policies and procedures relating to bullying, harassment and discrimination
* A commitment to Equal Opportunity regardless of gender, race, marital status, pregnancy, sexuality, disability or age
* Grievance procedures that are clear and actively implemented
* Ongoing training and development opportunities.
Issues outside the workplace
Ideally an employer will provide as much flexibility in working arrangements consistent with operating an effective and productive business or service. For example flexible leave provisions support employees in a number of ways to fulfil their obligations and aspirations outside the workplace. Does your employer (or prospective employer) make provision or provide support for:
* affordable and accessible child care
* flexible hours, where core working hours are defined with the freedom to start a little earlier or finish a little later in order to support family requirements, with the proviso that you work your paid hours over a period of time (e.g. 150 hours a month)
* working part time
* extended annual leave provisions. Some employers allow staff to purchase additional annual leave by earning slightly less during the year and having 2 - 4 weeks extra annual leave during the year. This can be great when you have school age children that need to be supervised during the holidays.
* paid and unpaid maternity leave. In many jurisdictions this provision is enshrined in legislation. Does the employer enact the requirements of the legislation with a good grace?
* carer’s leave? Many employers allow staff to utilise sick leave to care for dependents (children, elderly parents, family members with a disability)
Other supports
Many employers, particularly larger organisations, contract external counselling services which can be accessed by employees and their immediate family members. This is known as an Employee Assistance Program (EAP). Such programs would typically provide counselling for a range of issues including work issues, drug and alcohol problems and family dynamics etc. In other words, any
Are you looking for funding options for your business idea, project, organization or foundation but you are not sure what programs are available and what the eligibility requirements are?Finding sources of funding is often the single biggest challenge for anyone wanting to start or expand their business. One financing option is federal or state funding from government sources. Whether you need money to start your business, to expand your business, to buy new equipment, to buy inventory, to hire employees, for research and development, or for general cash flow, there is no doubt that extra money can help you reach your objectives.There are many websites claiming that there are government grants for everyone. This ‘free money,’ as it is described, seems readily avail
I was recently reading an article in a Human Resources forum where the author stated that “people don’t leave organisations, they leave managers.” This is largely true from my own observation and experiences. Sure, there are many reasons you might leave one employer other than being unhappy in the workplace, but it remains one of the big reasons for staff turnover. And if your employer (i.e. the organisation as a whole) does not have policies and procedures in place to address these kinds of difficulties your life can be made miserable.
"Employee friendly" workplaces
Employee welfare is a very broad area of interest. In the best environments employers will address employee welfare in the workplace itself and also consider employee welfare in terms of the pressures you will experience outside the workplace.
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) you might look for;
* Clear policies and procedures relating to bullying, harassment and discrimination
* A commitment to Equal Opportunity regardless of gender, race, marital status, pregnancy, sexuality, disability or age
* Grievance procedures that are clear and actively implemented
* Ongoing training and development opportunities.
Issues outside the workplace
Ideally an employer will provide as much flexibility in working arrangements consistent with operating an effective and productive business or service. For example flexible leave provisions support employees in a number of ways to fulfil their obligations and aspirations outside the workplace. Does your employer (or prospective employer) make provision or provide support for:
* affordable and accessible child care
* flexible hours, where core working hours are defined with the freedom to start a little earlier or finish a little later in order to support family requirements, with the proviso that you work your paid hours over a period of time (e.g. 150 hours a month)
* working part time
* extended annual leave provisions. Some employers allow staff to purchase additional annual leave by earning slightly less during the year and having 2 - 4 weeks extra annual leave during the year. This can be great when you have school age children that need to be supervised during the holidays.
* paid and unpaid maternity leave. In many jurisdictions this provision is enshrined in legislation. Does the employer enact the requirements of the legislation with a good grace?
* carer’s leave? Many employers allow staff to utilise sick leave to care for dependents (children, elderly parents, family members with a disability)
Other supports
Many employers, particularly larger organisations, contract external counselling services which can be accessed by employees and their immediate family members. This is known as an Employee Assistance Program (EAP). Such programs would typically provide counselling for a range of issues including work issues, drug and alcohol problems and family dynamics etc. In other words, any
Instability in the Middle East and threats to geo political harmony from Iran are combining to hike up oil prices around the world. This is having an impact at all levels from big business to consumers; and the freight industry in particular is under strain as a result.In the UK petrol prices are reaching record highs which is affecting the cost of road freight transportation. However, it is not just road freight which is affected by increasing petrol prices. Air freight is also under strain.This is illustrated by the fact that Boeing lowered its annual growth rate predication last week because of the effect that high oil prices were having on its business. It dropped 0.1% off its 20 year forecast as a result of the high and growing cost of oil.This does not mean that the en
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) you might look for;
* Clear policies and procedures relating to bullying, harassment and discrimination
* A commitment to Equal Opportunity regardless of gender, race, marital status, pregnancy, sexuality, disability or age
* Grievance procedures that are clear and actively implemented
* Ongoing training and development opportunities.
Issues outside the workplace
Ideally an employer will provide as much flexibility in working arrangements consistent with operating an effective and productive business or service. For example flexible leave provisions support employees in a number of ways to fulfil their obligations and aspirations outside the workplace. Does your employer (or prospective employer) make provision or provide support for:
* affordable and accessible child care
* flexible hours, where core working hours are defined with the freedom to start a little earlier or finish a little later in order to support family requirements, with the proviso that you work your paid hours over a period of time (e.g. 150 hours a month)
* working part time
* extended annual leave provisions. Some employers allow staff to purchase additional annual leave by earning slightly less during the year and having 2 - 4 weeks extra annual leave during the year. This can be great when you have school age children that need to be supervised during the holidays.
* paid and unpaid maternity leave. In many jurisdictions this provision is enshrined in legislation. Does the employer enact the requirements of the legislation with a good grace?
* carer’s leave? Many employers allow staff to utilise sick leave to care for dependents (children, elderly parents, family members with a disability)
Other supports
Many employers, particularly larger organisations, contract external counselling services which can be accessed by employees and their immediate family members. This is known as an Employee Assistance Program (EAP). Such programs would typically provide counselling for a range of issues including work issues, drug and alcohol problems and family dynamics etc. In other words, any
Your business will not succeed unless you sell the product or service you are offering. That is the goal of any business, whether large or small, home based or brick-and-mortar. And you will not make sales without advertising. It’s a proven marketing fact that all sales begin as an advertisement. Home based business sales are no exception.Without advertising, you are limited to word of mouth to draw new customers. Even if you have a website, no one will find it without advertising. You are just one person, and there are limits as to how may people you can reach through word of mouth. You need to post business ads in many venues to draw people to your product, service, or business.When writing business advertising copy, you need to keep your goal in mind. Do you want the reader to v
* affordable and accessible child care
* flexible hours, where core working hours are defined with the freedom to start a little earlier or finish a little later in order to support family requirements, with the proviso that you work your paid hours over a period of time (e.g. 150 hours a month)
* working part time
* extended annual leave provisions. Some employers allow staff to purchase additional annual leave by earning slightly less during the year and having 2 - 4 weeks extra annual leave during the year. This can be great when you have school age children that need to be supervised during the holidays.
* paid and unpaid maternity leave. In many jurisdictions this provision is enshrined in legislation. Does the employer enact the requirements of the legislation with a good grace?
* carer’s leave? Many employers allow staff to utilise sick leave to care for dependents (children, elderly parents, family members with a disability)
Other supports
Many employers, particularly larger organisations, contract external counselling services which can be accessed by employees and their immediate family members. This is known as an Employee Assistance Program (EAP). Such programs would typically provide counselling for a range of issues including work issues, drug and alcohol problems and family dynamics etc. In other words, any
The Hollywood Mafia Industry and Corporate America share operational similarities. Take the scenario: Al Capone running General Motors or Jack Welch running the Bonnono crime family (One of the most powerful families out of the five original New York Mafia families). Larger than life, film replicates reality, inspires it and role models it. I am one who likes to learn from everything I do, whether that be watching television, or reading a book. The following letter brings to light how corporate America and organized crime are in the same operational mode.At the core of any relationship, there are certain rules and values. Going to work for the Mafia as many of us have come to know it, is similar to putting your suit on and going to work for GM. The only underlining difference is that of
* paid and unpaid maternity leave. In many jurisdictions this provision is enshrined in legislation. Does the employer enact the requirements of the legislation with a good grace?
* carer’s leave? Many employers allow staff to utilise sick leave to care for dependents (children, elderly parents, family members with a disability)
Other supports
Many employers, particularly larger organisations, contract external counselling services which can be accessed by employees and their immediate family members. This is known as an Employee Assistance Program (EAP). Such programs would typically provide counselling for a range of issues including work issues, drug and alcohol problems and family dynamics etc. In other words, any issue that affects the employees welfare in or out of the workplace. EAP’s are required in the majority of circumstances to maintain absolute confidentiality about the employee’s circumstances, although they may provide a general report to the employer about the kinds of issues affecting employees generally. After all, if 10 staff are receiving counselling because of management harassment at work, it makes sense that the employer is given a “heads-up” about the problem so that they can acknowledge the human and business costs and address the issue effectively.
Some employers maintain "family friendly" or “employee welfare” components on their websites that provide relevant information and links to support services addressing needs to do with parenting, domestic violence, child abuse, health issues (for both women and men) etc.
Will you discriminate?
To address employee welfare adequately, the employer should consider the employee in the context of their whole life, and not just in the workplace. Life is too short to be miserable at work and no amount of money is worth it.
I have put my money where my mouth is on this issue. In my circumstance I was with an employer who showed a collective disregard for the well-being of their employees, treating them as commodities that could be ignored, moved about or assigned to meaningless or no-win tasks. Fortunately I had the opportunity to win a short term contract with another agency where the work was absorbing and the team dynamics were excellent. Productivity, efficiency, good humour and positive relationships with colleagues were the hallmark of this new role. At the end of my contract however, I elected to stay on at a salary several thousand dollars less than my original employer was paying because I could see and feel the difference in my psychological well-being and sense of worth. No amount of money is worth being miserable!
Be discriminating - if you have that option!
Read more articles at http://www.progressenterprise.com
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