Five minutes ago, after taking the obligatory selfies and between games of Candy Crush, one of your employees texted (because, calling in, as if!) from an Ebola quarantine tent to alert you that she will be out of work for 21 days, while under observation for Ebola.
As an employer, what are your obligations? What workplace laws are implicated?
And, of course, because half of you are thinking it, can you just fire her?
Because this post has nothing to do with clicks or SEO -- nothing whatsoever -- click through for the answers...
Both job seeking and recruiting can be frustrating endeavors. Both can require a ton of work that seemingly gets little results. Both can leave an individual overwhelmed, stressed and irritated.
Unfortunately, both sides can compound the problem by making mistakes that could be avoided. One such mistake made on both sides is the post and pray mistake made by recruiters and the spray and pray mistake make by job seekers. In both instances the individual posts their job/resume in as many places as possible and prays that something/someone comes through....
Employers face a serious challenge when trying to prevent employees from taking confidential and proprietary information with them when they leave to join a new employer—particularly when the new employer is a competitor. When an employer becomes suspicious about an ex-employee’s activities prior to his or her last day of work, there are a limited number of safe avenues for the employer to pursue.
“I think technology is doing so many things to us. It’s helping us connect and preventing us from connecting.” – Spike Jonez
Back in the day (10 years ago), recruiters used a device called the telephone to network, source and speak to potential job candidates. They would make hundreds of calls a day. The more calls they made and the harder they networked, the greater the chances were for success.
With the rise of social media and smartphones, it’s easier than ever to source talent and communicate without phone calls. Text-based recruitment...
Businesses in California now have added motivation to protect residents’ personal information after Gov. Jerry Brown signed A.B. 1710 into law Sept. 30, 2014, amending the state’s data breach notification law.
Effective Jan. 1, 2015, the new law requires companies that experience a data breach to not only notify affected people, but also provide “appropriate identity theft prevention and mitigation services” at no cost for at least 12 months, if the breach exposed or may have exposed specified personal information. The law also expands the scope of protections for personal information and prohibits the sale of individuals’ Social Security...
Insights and Inspiration from the 2014 Grace Hopper Celebration of Women in Technology
“It takes a great man to be a good listener” – Calvin Coolidge
The 14th Grace Hopper Celebration (GHC) of Women in Computing had a record year for attendance, with over 8,000 people, including over 400 men, converging on Phoenix to share deep technological insights and work on the advancement of women in technology. As one of those men, I found it to be an enlightening and inspiring conference. For your reference, a lot...
Analytics at Work: Smarter Decisions, Better Results
Most companies have massive amounts of data at their disposal, yet fail to utilize it in any meaningful way. But a powerful new business tool, analytics is enabling many firms to aggressively leverage their data in key business decisions and processes, with impressive results. In their previous book, Competing on Analytics, Thomas Davenport and Jeanne Harris showed how pioneering firms were building their entire strategies around their analytical capabilities, rather than "going with the gut".
There is no silver bullet for performance management: not an app, platform or systematic flow chart. It turns our that managing performance is as much about knowing your people as it is knowing the metrics of their performance.
So, how can we engage a variety of personalities in one scaled process? Let's review the SCARF formula for employee motivation:
... it's pretty simple, if you understand which of the above mentioned characteristics are of the greatest (and least) priority to...