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Archive for December, 2010

Most employees who work more than forty hours per week is entitled to be paid one and one half times their regular pay for their overtime. This is commonly referred to as overtime pay. Law that governs whether an employee is entitled to receive compensation for overtime is a federal law called the Fair Labor Standards Act Fair Labor Standards Act is a very complex law, which is full of exceptions and exclusions to cover certain types of workers and to determine whether these employees are entitled to overtime pay.

Most employees are paid hourly are entitled to overtime pay. In order to be properly paid for overtime, the employee will receive one and a half times their hourly rate of pay for overtime. For example, if a person is paid $ 10.00 an hour, once a week and worked more than forty hours a week at the same time, the employee is paid $ 15.00 per hour (one and half the rate of time) for all hours worked 40 hours a week. The employee who earns $ 400.00 within the first 40 hours worked, then paid $ 15.00 for each hour over 40 hours.

Employees are also covered by the Fair Labor Standards Act Too often, we talk to an employee who receives a salary that is said by his employer because they are paid a salary, they do overtime. This is very true. The only difference between an employee and an hourly employee salary paid is the way your overtime pay is calculated is different.

To calculate overtime for an employee, you divide the number of hours an employee works in a specific period, usually every week or every two weeks, the amount of wages for the same period. By doing this, you will get an hourly rate the employee was paid in this period of work. The hourly rate determines the amount an employee is paid additional wages. For example, if an employee is paid $ 35,000.00 a year would pay $ 673.08 weekly salary ($ 35,000.00 divided by 52 weeks). If an employee worked 45 hours during a particular week, their hourly wage is equal to $ 14.96 ($ 673.08 divided by 45 hours). To establish that the overtime pay of employees, you divide the hourly wage of $ 14.96 in the middle, which is equivalent to $ 7.48. This employee would be entitled to an additional $ 7.48 for each additional 5 hours of overtime he or she worked for the weekly period.

Many employers approach employees and inform them to become an employee, and try to describe this as an advantage for the employee. In fact, a salary usually goes against the employees working hours important because the effective hourly employee will be reduced to the greatest number of hours the employee works. For example, if you are taking this same employee who earned $ 35,000.00 and working 45 hours per week, the hourly rate is $ 14.96. However, if you take that same employee earning $ 35,000.00 and paid employment as 50 hours per week, your hourly rate is actually reduced to $ 13.46. If the employee continues to work longer hours and more, its current rate per hour, and overtime pay will continue to fall.

After hearing a presentation recently by psychologist and author John Townsend, and after some independent Internet research, I have ideas distilled for conflict resolution at work in seven stages, three related to “stuff”.

First step: Start to strengthen the relationship and the fact that you want easy access, and so we are bringing this conflict to the other person’s conversation.

Step two: agreement on the basis of “rules of engagement”, which agree on the process of conflict resolution. This can be as simple as agreeing that both sides have their turn to speak a break, and the speaker will not listen attentively without interruption or defensive. The person talks will focus on simple facts, without insulting or blaming or judging. Above all, agreeing that the two of you are committed to a positive outcome acceptable to both, and you will stay with the process until you achieve this goal.

Step Three: Each of you must now original positions of the state. Stay with the facts. What happened to cause conflict? Who is involved in the conflict? When the first conflict create tension or irritation? What are the major events that contribute to conflict? Do not place judgments or labels of “bad” or “incompetent” or “rude” behavior on the other. Just state what happened and how you felt. Step Four: “Check in”. This means three things: a) Show that you listened to repeat the position of others and ask if you set it accurately. [This step is a challenge for men in particular may feel that if they validate someone’s feelings, they also agree with the perception of the person or attitude. This step shows you have listened. Again, confirming your commitment to the relationship and that you appreciate the working relationship. Step Five: brainstorming for “win-win.”

Step six: Check again. Step 4 Practice again to mitigate some of the frustrations of finding a mutually acceptable solution.

Step Seven: Follow up. If necessary, use a mediator to both parties together, if steps 1-7 do not work.

a) “Normalize” this approach to conflict management. In other words, make the job worth, relationships, and practice, there is an agreed process in future conflicts, until it becomes habitual and “natural.” b) invite comments. That is, look for the critical comments of others, and then actually listen without denial or avoidance. Just weighed. c) require participants to actually participate, which means they show attention, they listen, they follow the guidelines and they are in the process.

What does “success” appears on both sides? Possible elements of the “success” and to include a way to disagree? This option, then the number zero of the best options. To reach an agreement, and reduce the contract in writing, if necessary. Make sure you really need to take the agreement of each State Party to his understanding of every part of the contract.

When you decide to hire a new employee for your business or to work around your home, it becomes a mandatory part of the hiring process for employees to more criminal background checks. The cost of damage to your business and your home may be too great to do this with all new employees.

For the average company costs about $ 4,000 to hire and train an employee. It’s a great investment of time and money do not want to lose someone only to discover later that they have criminal records and steal. Also you do not want someone in your home that could threaten your home and family.

One of the first things a background check on a prospective employee can reveal the truth is the way in which they find in their application. You can check the previous employment history and background check all references they can provide. Falsification of a CV is not a new thing, but with the availability of online background check, it’s easier for them to take in the act.

The criminal record is also one of the employers must be aware of. Found that the new employee has a long arrest on the basis can make a big responsibility for any workplace. This type of control can also reveal a history of drug abuse and alcohol, which can lead to serious legal problems if the employee has requested the use of the work. This is especially true if you injure or harass the customer.

A review of your credit history can also reveal bankruptcy or credit problems. This can alert employers to the problems of money as possible when it comes to issuing company credit cards or assign the responsibility of employees with money.

The point is that you can use the power of online criminal records of employees to increase your chances of hiring trustworthy people, both within a company and those who work for you in your home. Learn about the history of a potential employee can help make it much easier to eliminate those who may be more of a liability then an asset