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Digg it UP - Choosing an Employer-Think About Your Welfare!
The imported milk you are enjoying today and the leather boots you will be wearing tomorrow have at one point been inside one of those cargo shipping containers. All products that are transported from one place to another, from coast to coast, across several seas and wide desert lands have been carried by a truckload of cargo shipping containers.The eve of using cargo shipping containers started several decades ago when the need to carry basic commodities in huge amount, from factories to different locations, was indispensable. It makes shipment faster, safer and more cost efficient. The container shipping industry has become one of the most thriving business endeavors in the world today.Cargo shipping containers nowadays are a lot bigger and longer compared to the first models. Th
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 an
You landed that first job and you have been at it for about a year or two. And you're looking for career promotion advice to move up the ladder, successfully. Obviously, there are no hard and fast rules to this. However, there are guidelines that can help increase your chances of promotion.In my years at work, I have had the opportunity to practice some of these advice and observed some of it being practiced too. I have also had the opportunity to give this career promotion advice to my staff. Many have gone on to greener pastures and they have told me these are some of the career promotion advice that works for them even now.It is patent that to get promoted, you need to shine. But what do you have to do to shine to gain promotion? Here are some guidelines you can follow:
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 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 an
Skid steer loaders are machines used in different types of construction sites, and are applicable especially in tight spaces because they are small and easy maneuverable.They are equipped with wheels and can turn in their own tracks, making them extremely valuable for applications that require a compact, agile loader. They have light weight and so, they can be towed behind a pickup truck.The skid steel loader has four wheels and its characteristic is that the left-side drive wheels are independent of the right-side drive wheels. This way, wheel speed and direction of rotation of the wheels will determine the direction the machine will turn.The skid steel loaders have a simple operating system. Inside the cabin there are two joysticks: a left hand joystick and a right hand jo
"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 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 an
Affixing the time and date on products and documents is an important procedure in factories and offices as consistent time and date marking facilitates traceability. Writing dates manually on a large bunch of documents is labor intensive. Such a task is also monotonous, and therefore prone to human errors. Time and date stamp is a mechanical device used to address these problems. It also allows business establishments to track time more effectively.Traditional time and date stamps are made up of six or eight flat rubber bands loaded on a support pulley system that is attached to a wooden knob for holding the stamp. An inkpad is used to wet the required date embossing, which is then positioned on the document and pressed slightly to get the imprint. Self-inking versions of time and date st
* 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 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 an
There are many types of advertising and there are many reasons that companies advertise. Most of the time companies advertise a special or a sale in order to get customers to come in the door and make purchases. All advertising is trying to get the reader to do something or to make a decision; a decision to support something, adopt an idea, vote for a candidate or purchase a product or service.When a corporation or a company advertises to strengthen their brand name they are trying to get the consumer to adopt that brand-name, as their first choice when purchasing or buying that type of product or service. It is at essentially the same, although how it is done is vastly different.When you advertise to support your brand name in the marketplace you want the reader or consumer to
* 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 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 an
Global Communications feels the pressures of the industries with trying to keep up with its competitors and watching its stock prices fall. Yet the stockholders are giving them a lot of pressure to correct the problem. They need to offer better services than what their competitors are providing to their customers. This paper will discuss the background, the problem, the end goals, alternative solutions, risk assessment, the optimal solution, and lastly the implementation plan.Situation Background (Step 1) The entire telecommunications industry has fallen into hard times due to the Cable Companies entering the competition but Global Communications has been hit hard with not just the increased competition but smaller profit margins, the costs of doing business, and have realized tha
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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