• What to do when your employee’s alcohol use is affecting the job

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    Tessara Smith, PayScale

    According to the National Institute on Alcoholism and Alcohol Abuse (NIAAA), around 1 in 13 Americans struggle with alcohol dependency.

    Of course, not every employee who drinks a little too much at your holiday party is an alcoholic, but some may have a problem that goes undetected until it becomes blatantly obvious.

    However, even a “blatantly obvious” problem needs to be handled with care.

  • 5 ways to make salary discussions less worrisome

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    Discussions about wage adjustments are generally conducted around the time performance evaluations are done. However, knowing the evaluations are coming doesn’t make them any easier to bear.  A lot of expectations walk into the office.

  • Salary data indicate wages may finally be on the rise

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    Crystal Spraggins, SPHR

    SHRM may be forecasting another 3% wage increase for 2015, but a study by Moody's Analytics claims that many employees are way ahead of the curve, averaging increases of 4.53% in the third quarter of 2014, which is more inline with the results of PayScale's 2014 Compensation Best Practices Report that showed the average increase companies expected to give in 2014 was 4.5%.

  • Is your holiday party a potential budget buster?

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    As this year’s holiday season kicks off, celebrations are on the minds of practically every employee.

    And most likely the cost of those celebrations is on the minds of employers committed to maintaining employee engagement without going overboard on the budget. Along with seasonal recruitment efforts, much of the number crunching this time of year revolves around holiday parties and year-end bonuses and salary increases—all good incentives to ensure your top employees don’t become the ghosts of the past.

  • Pack your suitcase – the rules for travel time compensation

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    I just got back from a weeklong trip to Charleston, South Carolina for my employer. As someone who travels for work on a regular basis, I am ever mindful of the expenses that I incur for transportation, hotels, meals, and the dozens of little purchases that add up. Then there’s the salary that I am earning while on business travel, something that my employer is required by law to provide.

  • You want how much to stay here?!

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    How to stop losing good employees over money during the annual performance review

    The end of the year is often when individuals reflect on the challenges and accomplishments of the previous months. Many companies have also instituted year-end reviews to help plan for the next year’s budget.

  • Does your management team deliver compensation that counts?

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    Here’s something to ponder. How well is your compensation planning keeping up with the needs of your employees? If you’re like many other employers, you’ve done your best to stay current with cost of living index updates and changes to employee benefits, and you’ve maintained a fairly productive workforce through careful recruitment and training initiatives.

  • Managing employee relocation

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    Jessica Miller-Merrell, blogging4jobs

    One of the most important aspects of hiring employees who don’t necessarily live near your company’s headquarters is managing their relocation package and compensation. Offering a salary across the board without factoring a cost of living increase will making hiring the best talent unattainable and could prevent your company from growing. Companies who decide to keep this process internally have a lot to learn about cost of living increases and proper relocation assistance.

  • Future income: The defined contribution and retirement plan link

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    Nearly 30 years ago, the Internal Revenue Service approved the use of defined benefit programs to help future Baby Boomers (and following generations) better plan for their retirements. This came at a time when longevity at one company in order to earn a pension plan was quickly becoming a thing of the past.

  • 5 good reasons not to undercut that new hire

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    Crystal Spraggins, SPHR  

    It sounds nuts to suggest that any manager would willingly undercut her brand new hire. Talent acquisition is expensive and time consuming, and besides, what manager doesn’t relish the idea of getting a good person on board and leaving him alone to do all those things that have piled up during the void?

  • Employees with sticky fingers

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    Tessara Smith, PayScale

    If your business is one that is relies on selling tangible inventory, then chances are you have already had to deal with a worker who you have caught stealing. However, even if your company is one that sells software, you at risk of having mysterious “robberies” take place within the office. If you are lucky enough that this has not happened yet, statistically speaking there is a good chance that a theft incident will occur at some point down the road. 

  • Accountability without control: It just doesn't work

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    Crystal Spraggins, SPHR

    Of all the ways a manager can drive her staff crazy, one of the worst is to demand a lot while providing few means to achieve results. It’s sort of like Pharaoh telling the Jews to make bricks without straw, but not quite that bad.

    Even so, accountability without control sucks.

    Peter Drucker, often referred to as the father of modern management is quoted as saying at least one thing that alludes to this principle beautifully:

    “So much of what we call management consists in making it difficult for people to work.”


  • Top company cultures of 2014: How to make the list

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    Jessica Miller-Merrell, blogging4jobs

    According to Great Places to Work, 80% of companies see the biggest benefits when investing into company culture. Imitation is the fondest form of flattery and understanding how each of these companies made culture number one will allow your company to take some of their best practices and implement them in your workplace. Take a page out of the book of these four companies and you’ll be on your way to a better and stronger company culture.

  • The emotionally unsafe workplace: How bullies, tyrants, and narcissists are hurting your business

    Emotionally Unsafe Workplace Image

    Crystal Spraggins, SPHR

    The Occupational Safety and Health Act of 1970, commonly referred to as OSHA, obligates employers to maintain a safe and healthful work environment.

    OSHA’s website states:

    “OSHA's mission is to assure safe and healthful workplaces by setting and enforcing standards, and by providing training, outreach, education and assistance. Employers must comply with all applicable OSHA standards. Employers must also comply with the General Duty Clause of the OSH Act, which requires employers to keep their workplace free of serious recognized hazards.”

  • The post-recession struggle to retire continues in America

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    Most individuals go into a career hoping they will earn enough in their lifetime to retire comfortably someday. It's part of the American Dream. Smart people start saving early on; others take on second careers to save up extra cash. Still, for a growing number of people, the struggle to live on a fixed income is increasing.

  • Would you pay more for industry certification?

    SPHR image

    In a market that’s still in the process of bouncing back from the ‘Not-So-Great’ Recession, some working adults are turning to industry certification programs to boost their marketability with employers. Many turn to e-learning programs, delivered through colleges and universities to earn certificates that prove they have the in-demand skills employers want. Still others are engaged in free and low cost certificate programs from industry associations and popular platforms like Udemy, Coursera, Lynda.com and more – many of which are taught by actual professors at accredited schools.

  • Why peer networking is vital to good leadership

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    Crystal Spraggins, SPHR

    I’m fond of saying that no one has perfect vision, because it’s true.

    When it comes to work, however, far too many leaders seem to believe their view of the world (and their business) is without flaw and completely self-sufficient. No Other Opinions Necessary.

    This is foolish thinking.

    Two or more intelligent heads focused on the same issue determined to meet a similar goal is much better than one.

  • #1 goal this year: get pay raises right!

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    There’s a vicious cycle that happens in organizations across the globe. Each year, employees eagerly anticipate getting their performance reviews completed so that they can start benefitting from a much-deserved pay raise. But when the results come in, they are left wondering why they are being handed such a pathetic salary increase? It's enough to make a good employee walk out the door. Sadly, many do just that.

  • Why delegation is good for the soul and the checkbook

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    Crystal Spraggins, SPHR

    Every effective leader must learn to delegate. That’s a fact.

    Unfortunately, some managers have the opinion that effective delegation is the same as giving orders to underlings. Not so. Effective delegation happens when the right task is  appointed to the right employee for the right reason. This is NOT to be confused with:

  • Attract more employees and keep on trucking

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    Tessara Smith, PayScale

    There are many industries where employment rates are subject to the major ups and downs of the U.S. economy. However, if there is one slice of the market that is recession proof, it is the transportation industry. Companies want to sell their products and to do so, they have to get them on the shelves, and that requires manpower. Career prospects for this industry have never looked better, and as of now the transportation industry is experiencing a massive growth spurt. The bottom line is that while leaders in other industries have to make tough calls when it comes to cutting salaries and letting people go, companies transporting tangible goods are willing to shell out the money to get their transportation positions filled. There is just one problem; a severe shortage of candidates applying for these jobs.




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