We receive a large number of inquiries on our e-mail facility regarding the payment of bonuses.
Generally, the most common questions are "what does the law say about bonuses?" and "can we hold back the payment of bonuses until February?" and "can we pay off bonus in December and half in January?" and so on.
Firstly, at the outset, it must be understood that Labour Law is silent on the question of bonuses.
This means that the payment or non-payment of bonuses is a matter entirely for the employer to decide, and to negotiate with employees. If an employer who presently does not pay bonuses of any sort wishes to continue on that route he can do so, without fear of being accused of unfair labour practice.
We will deal with the three common types of bonus, namely the Christmas bonus or 13th cheque as it is known, the performance bonus and the production bonus.
The 13th Cheque Or Christmas Bonus
This bonus is normally classed as a gratuity - in other words, a payment of gratitude by the employer to the employee in recognition of a job well done, or if you like, going the extra mile.
However, over the years most employees have come to expect the payment of the 13th Cheque as a right or entitlement, or as a condition of employment. This is evidenced by the fact that at job application interviews most applicants will ask "do you pay a 13th Cheque?"
In other words, they expect to be paid a 13th cheque irrespective of whether the job is well done or irrespective of whether they travel the extra mile. They want the payment of a 13th cheque to be incorporated as a condition of employment.
It is therefore up to the employer to get things back onto a proper footing. Many employers these days have done away with the payment of a 13th cheque and have incorporated the amount into the employees basic salary. There may come a time, when after a bad trading year, an employer is unable to pay a 13th cheque despite having paid consistently for the last ten years.
It is highly necessary that the employees be informed at least six months in advance that the 13th cheque will not be paid this year. Some employers may argue that they don't know six months in advance that they will be unable to pay the bonus, but surely by midyear they must have some idea of what the profits will be like at the end of the year.
To suddenly advise employees as late as November or early December that no bonuses will be paid this year could land you up at the CCMA on a charge of unfair labour practice with respect to the provision of benefits.The employer must bear in mind that many employees count the amount of the bonus into their normal household budget during the holiday season, and they depend on the bonus to pay for the annual holiday, Christmas presents and so on. To suddenly inform them at the last minute that there will be no bonus this year is indeed unfair, and should be avoided.
Employers must examine their policy regarding the payment of the 13th cheque and should revise this so that this type of bonus is paid only to those employees who genuinely do the job well and go the extra mile.
The Performance Bonus
A performance bonus is normally paid for good performance, and should be based as a percentage of the employees salary or wages. A performance bonus can also be paid as a lump sum to a department, and split up in equal amounts to each employee in that department.
This would apply in the situation where all employees in a particular department are collectively responsible for above-average performance. The performance would be measured against laid down company standards, but the bonus would not be paid only for the occasional work done which exceeds company standards, but for consistent work exceeding company standards.This means that line management and the shop foremen and even supervisors have to become much more closely involved with the monitoring of performance on the shop floor and careful records must be kept.
In a situation where the results achieved by a department depend entirely on the collective effort of all employees in the department, the amount of the bonus could be calculated on the basis of a percentage of profits achieved over and above what was budgeted for, or as a percentage of the total profits generated by the department and so on.
Whatever the case, the method of calculation must be fair and equitable.
The Production Bonus.
The production bonus is based, not on performance measured against company standards, but rather on production measured against targets. Measurement is also based on quality of production.
In other words if the company has set a target for one particular employee or, for that matter, for a particular department to produce 100 widgets per hour, and the employee or department consistently produce 130 widgets per hour, then a production bonus would be justified.
Similarly, if the company rule is that a rejection rate of 5 percent is acceptable, but the department consistently achieves a rejection rate of only 1%, then a production bonus would be in order.
It must be admitted that the additional production and the reduced rejection rate can only mean good management within the department, and it can only mean a genuine interest in the job by the employees, thus generating additional profits for the shareholders.
The Payment Of Bonuses
In the case of the employer who presently does not pay bonuses of any sort, it is entirely up to the employer to decide whether he wishes to pay bonuses or not.
However in the case of the employer who presently pays bonuses the situation is slightly different because those employees have now come to expect the payment of the bonus as a right or entitlement.
Therefore, those employers who now wish to change the status quo regarding payment of bonuses, either by paying less, or by paying at the different time of the year than what has been the case in the past, or by splitting what was an annual bonus into two separate payments, will have to consult with the employees, explain the problems, and try to get them to accept the new system. Employers must remember that such changes do constitute a change to the employees terms and conditions of employment, and this cannot be done unilaterally - it must be negotiated with the employees.
The bottom line is that should the employees refuse to accept the change, but the employer has good, sound and reasonable commercial rationale for making the change, then he can go ahead and implement it after negotiations, even if all employees do not agree to it.
This is not to say that a few disgruntled employees will not proceed with a claim of unfair labour practice, but that is a problem that will not prove to be insurmountable.
In summary, be fair, be equitable and advise your employees in good time if there is to be a problem with the payment of bonuses or if there is to be a departure from the established payment procedures.
Monday, November 8, 2010
Wednesday, October 13, 2010
GRATITUDE IS A GIFT, SO GIVE IT
Firstly, let me get this off my chest. Thank you, thank you, and finally thank you! Thank you to everyone who made the 2010 world cup a success for South Africa.
Thank you to the guys who collected our recycling this morning, and thank you to all the people who write to me and say "thank you."
The reason I'm starting off in this happy tone is simply because I'm reminding myself that wherever I look I can find something to appreciate. No matter what my day turns out like, I know there are things and people I can be grateful for, and I don't ever want to overlook that.
I look at gratitude like a gift. We can choose to give it, and sometimes we receive it. You don't have to wait for a special occasion for this gift. It's something you can dish out whenever you want.
So why is it I wonder that some people always appear to be ungrateful, unappreciative and blatantly selfish?
The answer I think lies between fear and an overinflated ego. The fear part is simply that people are scared of losing things all the time.
You can be scared of losing your job, your home, your partner. It all seems so normal but in truth, we were not born to be scared and in fear of losing out. We were born to be happy.
At the risk of quoting a Chinese philosopher who you think I might have just made up to sound clever, let me share a quick line that I use often to remind myself that being comfortable with your life is not dependent on having the biggest bank balance.
Cheng Yen apparently said, "Happiness does not come from having much, but from being attached to little."
You see, attachment is about fear and ego. If you start out thinking you will only be okay if you have the best of everything, you're already on the wrong path.
If you also believe that not being okay is when you lose things, it's kind of the same problem.
In truth, joy and happiness comes from realising your full potential. It is not something you buy or get. So whether you have it all or not, you can still be okay.
So what has this really got to do with appreciation, gratitude and importantly your career? Everything really.
You're only going to be at your best when you realise that you are not defined by things. You define yourself through your thoughts, beliefs and actions.
You should be grateful firstly that you have potential. Secondly you must learn to appreciate opportunities that you get to shine. The world cup final was a great example of this.
Only one team got to lift the trophy, but in truth both teams on the field were great. The players on the losing team don't suddenly become useless because they didn't win.
And despite the fact that they will experience momentary sadness, they will remain great players because of their potential. The less they attach themselves to the trophy the more they can stay happy within themselves.
Now please don't get me wrong here. I am not saying you must not strive for things. You should always aim for your best. And if that means getting your hands on the first prize, fantastic!
But that's when you should be grateful. Show appreciation for your talent. Let that be the thing that you celebrate. And when you see others giving of their best, be appreciative too.
Give them the gift of gratitude. That's actually our natural state. Rather be happy, appreciative and giving.
Rumi the Persian poet wrote:
You were born with potential.
You were born with goodness and trust.
You were born with ideals and dreams.
You were born with greatness.
You were born with wings.
You are not meant for crawling, so don’t.
You have wings.
Learn to use them and fly.
The problem is that when you think you have to hold onto everything in case you lose out, you can get stuck.
Being worried about losing can hold you back from reaching your potential. But when you are grateful for your own ability and talent, you are more likely to want to give more of that.
And that's where it can benefit your career. So instead of building your entire career path on material gain, start with finding ways to reach your full potential.
The prizes will come. The bank balance will take care of itself when you are at your best. And most importantly you will understand what it means to be grateful for the chance to shine.
One of the greatest gifts is giving of your best. Gratitude is also a gift.
Thank you to the guys who collected our recycling this morning, and thank you to all the people who write to me and say "thank you."
The reason I'm starting off in this happy tone is simply because I'm reminding myself that wherever I look I can find something to appreciate. No matter what my day turns out like, I know there are things and people I can be grateful for, and I don't ever want to overlook that.
I look at gratitude like a gift. We can choose to give it, and sometimes we receive it. You don't have to wait for a special occasion for this gift. It's something you can dish out whenever you want.
So why is it I wonder that some people always appear to be ungrateful, unappreciative and blatantly selfish?
The answer I think lies between fear and an overinflated ego. The fear part is simply that people are scared of losing things all the time.
You can be scared of losing your job, your home, your partner. It all seems so normal but in truth, we were not born to be scared and in fear of losing out. We were born to be happy.
At the risk of quoting a Chinese philosopher who you think I might have just made up to sound clever, let me share a quick line that I use often to remind myself that being comfortable with your life is not dependent on having the biggest bank balance.
Cheng Yen apparently said, "Happiness does not come from having much, but from being attached to little."
You see, attachment is about fear and ego. If you start out thinking you will only be okay if you have the best of everything, you're already on the wrong path.
If you also believe that not being okay is when you lose things, it's kind of the same problem.
In truth, joy and happiness comes from realising your full potential. It is not something you buy or get. So whether you have it all or not, you can still be okay.
So what has this really got to do with appreciation, gratitude and importantly your career? Everything really.
You're only going to be at your best when you realise that you are not defined by things. You define yourself through your thoughts, beliefs and actions.
You should be grateful firstly that you have potential. Secondly you must learn to appreciate opportunities that you get to shine. The world cup final was a great example of this.
Only one team got to lift the trophy, but in truth both teams on the field were great. The players on the losing team don't suddenly become useless because they didn't win.
And despite the fact that they will experience momentary sadness, they will remain great players because of their potential. The less they attach themselves to the trophy the more they can stay happy within themselves.
Now please don't get me wrong here. I am not saying you must not strive for things. You should always aim for your best. And if that means getting your hands on the first prize, fantastic!
But that's when you should be grateful. Show appreciation for your talent. Let that be the thing that you celebrate. And when you see others giving of their best, be appreciative too.
Give them the gift of gratitude. That's actually our natural state. Rather be happy, appreciative and giving.
Rumi the Persian poet wrote:
You were born with potential.
You were born with goodness and trust.
You were born with ideals and dreams.
You were born with greatness.
You were born with wings.
You are not meant for crawling, so don’t.
You have wings.
Learn to use them and fly.
The problem is that when you think you have to hold onto everything in case you lose out, you can get stuck.
Being worried about losing can hold you back from reaching your potential. But when you are grateful for your own ability and talent, you are more likely to want to give more of that.
And that's where it can benefit your career. So instead of building your entire career path on material gain, start with finding ways to reach your full potential.
The prizes will come. The bank balance will take care of itself when you are at your best. And most importantly you will understand what it means to be grateful for the chance to shine.
One of the greatest gifts is giving of your best. Gratitude is also a gift.
Tuesday, September 28, 2010
WHEN OLDER WORKERS HAVE YOUNGER BOSSES
For the first time in history, there are four different generations working side-by-side on the job. Each one has its own attitudes, perceptions and values, which can make it challenging for people from different generations to co-exist in the workplace.
When you're the youngest worker on the team, for example, older workers might not take you seriously. You could be viewed as a child who doesn't know as much, and who doesn't have enough experience or business acumen to succeed. If you're the oldest worker on the team, however, people might view you as old-fashioned and not "up with times," or they might take your input as you trying to push ideas on them.
"It's hard on the ego for baby boomers to have a younger boss," says Christine Hassler, a life coach, professional speaker and author. "Their parents taught them that seniority comes with age ... having to answer to a younger boss goes against the model they subscribed to. Not only are boomers often embarrassed and angry that they are answering to someone their child's age, they do not know how to relate to or connect with their boss and/or co-workers, which only makes them feel more separate."
Here, several workers of all ages, experiences and points of view filled in the blank on what happens when your boss is younger than you:
If you're a baby boomer working in a young environment, here are tips that will help you work effectively with a younger boss:
1. Understand the other person's point of view
If your boss is from another generation, you may have differing opinions on many things, says Barbara Safani, owner of Career Solvers, a career management firm. Observe his behavior to better understand what influences his management style and how you can complement it.
2. Keep an open mind
Don't assume that because they are younger, they don't know what they are doing. We all have different skill sets. No one is good at everything, says Sandi Grimm, marketing director for YouthFriends, a nonprofit organization.
3. Learn new things and take a different perspective
You'll want to do some hanging out with the kids to enjoy what they enjoy. Otherwise, they'll just see you as a fuddy-duddy and you'll be irritated by the boss and his newfangled ideas, says Stephanie Elsy, an accountant for Pop Labs, a digital media agency.
4. Listen!
Call it the hubris of youth or just the natural outcome of the self-esteem curriculum, but younger workers are deeply committed to collaboration and want to be included on decisions and strategies, says Rolfe Carawan, founder and CEO of Carawan Global Communications and Consulting. If you want to bridge the gaps, show them you're willing to invest, improve and understand.
5. Be the employee your boss does not have to manage
Bosses spend a lot of time managing younger employees who are just beginning to learn prioritization and time management, Be the employee whom your boss does not have to manage, by taking initiative. If you are an employee whom your boss does not have to think about, he will begin to notice and appreciate your experience and wisdom.
In South Africa, there are older generations from the apartheid “era” and they are currently mixing with the pre-1976 fighters. What will be expected out of this scenario???
Let’s engage this topic with positive minds!!!
When you're the youngest worker on the team, for example, older workers might not take you seriously. You could be viewed as a child who doesn't know as much, and who doesn't have enough experience or business acumen to succeed. If you're the oldest worker on the team, however, people might view you as old-fashioned and not "up with times," or they might take your input as you trying to push ideas on them.
"It's hard on the ego for baby boomers to have a younger boss," says Christine Hassler, a life coach, professional speaker and author. "Their parents taught them that seniority comes with age ... having to answer to a younger boss goes against the model they subscribed to. Not only are boomers often embarrassed and angry that they are answering to someone their child's age, they do not know how to relate to or connect with their boss and/or co-workers, which only makes them feel more separate."
Here, several workers of all ages, experiences and points of view filled in the blank on what happens when your boss is younger than you:
If you're a baby boomer working in a young environment, here are tips that will help you work effectively with a younger boss:
1. Understand the other person's point of view
If your boss is from another generation, you may have differing opinions on many things, says Barbara Safani, owner of Career Solvers, a career management firm. Observe his behavior to better understand what influences his management style and how you can complement it.
2. Keep an open mind
Don't assume that because they are younger, they don't know what they are doing. We all have different skill sets. No one is good at everything, says Sandi Grimm, marketing director for YouthFriends, a nonprofit organization.
3. Learn new things and take a different perspective
You'll want to do some hanging out with the kids to enjoy what they enjoy. Otherwise, they'll just see you as a fuddy-duddy and you'll be irritated by the boss and his newfangled ideas, says Stephanie Elsy, an accountant for Pop Labs, a digital media agency.
4. Listen!
Call it the hubris of youth or just the natural outcome of the self-esteem curriculum, but younger workers are deeply committed to collaboration and want to be included on decisions and strategies, says Rolfe Carawan, founder and CEO of Carawan Global Communications and Consulting. If you want to bridge the gaps, show them you're willing to invest, improve and understand.
5. Be the employee your boss does not have to manage
Bosses spend a lot of time managing younger employees who are just beginning to learn prioritization and time management, Be the employee whom your boss does not have to manage, by taking initiative. If you are an employee whom your boss does not have to think about, he will begin to notice and appreciate your experience and wisdom.
In South Africa, there are older generations from the apartheid “era” and they are currently mixing with the pre-1976 fighters. What will be expected out of this scenario???
Let’s engage this topic with positive minds!!!
Tuesday, September 14, 2010
CORRUPTION IN THE WORKPLACE
The whistleblower's guide
You've witnessed corruption at work and you're unsure of what to do about it. Here's what to do and how.
What is corruption?
The first thing you need to find out is if what you're dealing with is a case of corruption. Many people are afraid to speak up for fear of wrongly accusing someone and souring their professional relationship and many are convinced by the perpetrators that their dealings are legitimate. Here's how to differentiate between the two.
According to www.dictionary.com corruption can be defined as the use of a position of trust or power for dishonest gain.
According to section 34 of the Prevention and Combating of Corrupt Activities Act (2003), the following are examples of corruption:
Theft – Stealing or removing the property of another without their permission.
Extortion – Abusing your authority in order to obtain money.
Fraud – Deceiving or tricking another individual for personal gain.
Forgery – Writing or altering someone's signature or name.
Bribery – Taking or giving someone something in return for something else.
Why people don't report corruption
Although all workers are obliged to expose corruption very few do. Many people are afraid of losing their jobs, being victimised or being labelled as an accessory to the crime. Very few are aware of the laws that prevent this from happening.
The laws involved
There are many laws aimed at the protection of whistleblowers. Many of them state very similar points, but it's best to read through all of them before planning a course of action.
The Protected Disclosures Act (2000)
The PDA, which was introduced in February 2001, protects all whistleblowers in both the private and public sector from victimisation. This Act protects you from being fired, demoted or discriminated against after reporting corruption if you have disclosed information in a lawful manner. Thoroughly read through this document before disclosing any information to anyone.
Prevention and Combating of Corrupt Activities Act (2003)
According to Section 34 of this Act, it is the duty of anyone who is aware of or suspects corruption to report it to either a police official or a person of authority. Failing to do so is a criminal offence. This act also states that accepting bribes or any other form of reward from the perpetrator is a criminal offence and that remaining silent about what you have witnessed makes you an accomplice.
The Labour Relations Act (1995)
Section 189 states that no employee may be fired if an employer cannot prove that his reason for doing so was fair. Exposing corruption is not in breach of any contract and it is not a fair reason to be dismissed. If your employer does violate any of these laws, you should approach the Labour Court within 30 days.
The Employment Equity Act (1998)
This Act states that no employee may be discriminated against or victimised for any reason, which includes acting as a whistleblower.
The Code of Conduct for the Public Service
According to this code, all employees are obliged to expose corruption. Failing to do so is regarded as an offence.
How to expose corruption
Who should you report corruption to?
According to the Prevention and Combating of Corrupt Activities Act (2004), people in positions of authority in the public and private sectors should report corruption to the police.
The Public Service Code of Conduct states that all employees of the public service should report corruption to an appropriate authority. If they fail to do so, they will be charged as an accomplice and can be fined or imprisoned for up to 10 years.
You've witnessed corruption at work and you're unsure of what to do about it. Here's what to do and how.
What is corruption?
The first thing you need to find out is if what you're dealing with is a case of corruption. Many people are afraid to speak up for fear of wrongly accusing someone and souring their professional relationship and many are convinced by the perpetrators that their dealings are legitimate. Here's how to differentiate between the two.
According to www.dictionary.com corruption can be defined as the use of a position of trust or power for dishonest gain.
According to section 34 of the Prevention and Combating of Corrupt Activities Act (2003), the following are examples of corruption:
Theft – Stealing or removing the property of another without their permission.
Extortion – Abusing your authority in order to obtain money.
Fraud – Deceiving or tricking another individual for personal gain.
Forgery – Writing or altering someone's signature or name.
Bribery – Taking or giving someone something in return for something else.
Why people don't report corruption
Although all workers are obliged to expose corruption very few do. Many people are afraid of losing their jobs, being victimised or being labelled as an accessory to the crime. Very few are aware of the laws that prevent this from happening.
The laws involved
There are many laws aimed at the protection of whistleblowers. Many of them state very similar points, but it's best to read through all of them before planning a course of action.
The Protected Disclosures Act (2000)
The PDA, which was introduced in February 2001, protects all whistleblowers in both the private and public sector from victimisation. This Act protects you from being fired, demoted or discriminated against after reporting corruption if you have disclosed information in a lawful manner. Thoroughly read through this document before disclosing any information to anyone.
Prevention and Combating of Corrupt Activities Act (2003)
According to Section 34 of this Act, it is the duty of anyone who is aware of or suspects corruption to report it to either a police official or a person of authority. Failing to do so is a criminal offence. This act also states that accepting bribes or any other form of reward from the perpetrator is a criminal offence and that remaining silent about what you have witnessed makes you an accomplice.
The Labour Relations Act (1995)
Section 189 states that no employee may be fired if an employer cannot prove that his reason for doing so was fair. Exposing corruption is not in breach of any contract and it is not a fair reason to be dismissed. If your employer does violate any of these laws, you should approach the Labour Court within 30 days.
The Employment Equity Act (1998)
This Act states that no employee may be discriminated against or victimised for any reason, which includes acting as a whistleblower.
The Code of Conduct for the Public Service
According to this code, all employees are obliged to expose corruption. Failing to do so is regarded as an offence.
How to expose corruption
Who should you report corruption to?
According to the Prevention and Combating of Corrupt Activities Act (2004), people in positions of authority in the public and private sectors should report corruption to the police.
The Public Service Code of Conduct states that all employees of the public service should report corruption to an appropriate authority. If they fail to do so, they will be charged as an accomplice and can be fined or imprisoned for up to 10 years.
Saturday, September 11, 2010
AMUSING EXCUSES FOR BEING LATE TO WORK
There is no worse feeling than waking up in the morning, rested from good night's sleep, and glancing at the clock, only to do a double-take: You're late!
For most people, knowing they're running late for work strikes the fear of God within them and as a result, they move like there's a fire under their feet to get ready. They hustle, scramble, frantically throw things into a bag and are out the door to ensure a timely -- though unkempt and graceless -- arrival at the office.
But for a smaller group of people, knowing they are running late for work does absolutely nothing except stimulate their creative juices in order to make up the latest excuse as to why they are late for work -- again.
Twenty percent of workers said they arrive late to work at least once a week, according to a February 2009 CareerBuilder.com survey of more than 8,000 workers. Twelve percent said they are late at least twice a week.
One-third (33 percent) of workers blamed traffic for their tardiness, while 24 percent said lack of sleep was the culprit. Ten percent of workers said getting their kids ready for school or day care was the main reason they ran late in the morning. Other common reasons included public transportation, wardrobe issues or dealing with pets.
"While some employers tend to be more lenient with worker punctuality, 30 percent say they have terminated an employee for being late," said Rosemary Haefner, vice president of human resources for CareerBuilder.com. "Workers need to understand their company's policies on tardiness and if they are late, make sure they openly communicate with their managers. Employers have heard every excuse in the book, so honesty is the best policy."
Using your imagination
If you've decided honesty is not the best policy for you, don't try using any of the following excuses as the reason why you're late -- they've been heard before.
Here are 12 of the most outrageous excuses employees have heard for being late to work:
1. My heat was shut off so I had to stay home to keep my snake warm.
2. My husband thinks it's funny to hide my car keys before he goes to work.
3. I walked into a spider web on the way out the door and couldn't find the spider, so I had to go inside and shower again.
4. I got locked in my trunk by my son.
5. My left turn signal was out so I had to make all right turns to get to work.
6. A gurney fell out of an ambulance and delayed traffic.
7. I was attacked by a raccoon and had to stop by the hospital to make sure it wasn't rabid.
8. I feel like I'm in everyone's way if I show up on time.
9. My father didn't wake me up.
10. A groundhog bit my bike tire and made it flat.
11. My driveway washed away in the rain last night.
12. I had to go to bingo.
Follow the culture
The general rule is that you should be at your desk, working by your designated starting time. Technically, even if you're at your desk "on time" but you're still booting up your computer, saying your hellos and making a cup of coffee -- you're late.
Though you should always try your best to be punctual every morning, sometimes it's safe to observe the company culture. If you arrive to work every morning to find all of your colleagues diligently working as you're shuffling in, your tardiness will probably stand out. On the other hand, if most people filter in at their own paces -- within reason -- an occasional late arrival will probably go unnoticed.
To be on the safe side, try your best to be on time for work every day. Your boss, co-workers and reputation will thank you for it.
For most people, knowing they're running late for work strikes the fear of God within them and as a result, they move like there's a fire under their feet to get ready. They hustle, scramble, frantically throw things into a bag and are out the door to ensure a timely -- though unkempt and graceless -- arrival at the office.
But for a smaller group of people, knowing they are running late for work does absolutely nothing except stimulate their creative juices in order to make up the latest excuse as to why they are late for work -- again.
Twenty percent of workers said they arrive late to work at least once a week, according to a February 2009 CareerBuilder.com survey of more than 8,000 workers. Twelve percent said they are late at least twice a week.
One-third (33 percent) of workers blamed traffic for their tardiness, while 24 percent said lack of sleep was the culprit. Ten percent of workers said getting their kids ready for school or day care was the main reason they ran late in the morning. Other common reasons included public transportation, wardrobe issues or dealing with pets.
"While some employers tend to be more lenient with worker punctuality, 30 percent say they have terminated an employee for being late," said Rosemary Haefner, vice president of human resources for CareerBuilder.com. "Workers need to understand their company's policies on tardiness and if they are late, make sure they openly communicate with their managers. Employers have heard every excuse in the book, so honesty is the best policy."
Using your imagination
If you've decided honesty is not the best policy for you, don't try using any of the following excuses as the reason why you're late -- they've been heard before.
Here are 12 of the most outrageous excuses employees have heard for being late to work:
1. My heat was shut off so I had to stay home to keep my snake warm.
2. My husband thinks it's funny to hide my car keys before he goes to work.
3. I walked into a spider web on the way out the door and couldn't find the spider, so I had to go inside and shower again.
4. I got locked in my trunk by my son.
5. My left turn signal was out so I had to make all right turns to get to work.
6. A gurney fell out of an ambulance and delayed traffic.
7. I was attacked by a raccoon and had to stop by the hospital to make sure it wasn't rabid.
8. I feel like I'm in everyone's way if I show up on time.
9. My father didn't wake me up.
10. A groundhog bit my bike tire and made it flat.
11. My driveway washed away in the rain last night.
12. I had to go to bingo.
Follow the culture
The general rule is that you should be at your desk, working by your designated starting time. Technically, even if you're at your desk "on time" but you're still booting up your computer, saying your hellos and making a cup of coffee -- you're late.
Though you should always try your best to be punctual every morning, sometimes it's safe to observe the company culture. If you arrive to work every morning to find all of your colleagues diligently working as you're shuffling in, your tardiness will probably stand out. On the other hand, if most people filter in at their own paces -- within reason -- an occasional late arrival will probably go unnoticed.
To be on the safe side, try your best to be on time for work every day. Your boss, co-workers and reputation will thank you for it.
Saturday, August 21, 2010
5 WAYS TO STAY MOTIVATED WHEN THE PERKS DISAPPEAR
2009 has given employers and employees a run for their money -- literally. Budgets have been cut, layoffs made and furloughs instituted, and benefits and perks have evaporated.
At the beginning of the year, 38 percent of employers said the economy would force them to make administrative cuts sometime during 2009, according to a survey by CareerBuilder.com. Sixty-five percent of those employers indicated that they would cut back company social events, 61 percent anticipated curtailing business travel, 25 percent expected to scale back on health-care benefits and 11 percent planned to reduce wellness benefits. Other areas where companies planned to cut spending included special office perks, such as coffee, ice machines or discounted vending (34 percent), incentive trips (28 percent) and philanthropic activities (21 percent).
Such perks and benefits being taken away make for a tough situation for employees. Not only are they working harder to keep their jobs, but workers have to do more for less. While some argue that it's hard to keep employees motivated in this situation, others say that they shouldn't focus on incentives, but rather think about the bigger picture.
"When perks and benefits are taken away, management often does this to allocate resources where they're needed, elsewhere. The money being saved by not buying bagels every Friday or purchasing Christmas gifts for employees may be going towards your salary," says Tom Gimbel, founder and CEO of LaSalle Network, a staffing and recruiting firm. "If you had to choose between taking a salary cut and not having free coffee versus being let go, most employees would likely take the former."
Urmil "Tracy" Marshall, coordinator for the Office of Diversity and International Affairs at Fort Valley State University in Fort Valley, Ga., agrees that it's important not to focus on what is being taken away. She says that due to budgetary constraints, furloughs were implemented at the school; but rather than get discouraged, she focused on the positive.
"I reminded myself how blessed I was to even have a job," Marshall says. "We need to remind ourselves of our priorities in life, placing a greater emphasis on what we have -- not what we don't."
Communication is key
Although it's understandable for employees to be upset, frustrated and discouraged when benefits or perks are taken away, Kevin Sheridan, founder and CEO of HR Solutions, which specializes in helping organizations to keep employees engaged, says that employees are less likely to be upset if management communicates with employees.
In fact, 82 percent of employees surveyed in HR Solutions' International Normative Database say that it's important that their organization allow them to choose from a variety of benefits to meet their individual needs. The survey consisted of more than 3.3 million responses from 2,400 organizations.
"If an organization's leadership team simply decided amongst themselves which benefits would be best to cut, employees will commonly become upset and their engagement will be negatively affected," Sheridan says. "Open communication is a key driver of engagement, and employees will immediately recognize the fact that they had no voice in the situation. If leadership had simply asked employees which benefits were important to them, this situation may be avoided."
Attitude is everything
Despite having to deal temporarily with a few displaced benefits or perks, there are benefits to sticking around with your employer until those things are reinstated.
"It's a good time to remember that the perks were never the reason that you liked the job. No one gets up in the morning saying, 'I'm really excited to go to the office because there's free coffee,'" says Paul Glen, author and management columnist. "If people feel that the [cuts] are being made in a good-faith effort to save jobs, they will be even more loyal than before, since they believe that the company is working on their behalf -- not just for executives."
Additionally, according to the HR Solutions survey, 37 percent of employees have thought of resigning in the last six months. Twenty-three percent said they thought about leaving because of pay; 18 percent because of a supervisor or manager; 15 percent because of career advancement; and 5 percent because of benefits. Thirty-nine percent considered it for other reasons.
"This statistic is especially important because many organizations have cut benefits over the last six months, and it illustrates that the majority of employees have not thought of resigning as a result of adjusted benefits," Sheridan says. "These employees recognize the advantages of sticking around with a company, benefits or not, for advantages such as career development and compensation. Also, as soon as the economy picks up, many benefits programs will be re-evaluated; employees sticking around with these organizations will not remain without benefits forever."
Workers should also remember that there could be consequences to abandoning a job just because you lost free coffee or a transportation reimbursement. If you're thinking about leaving your job for such reasons, make sure that your missing perks outweigh any possible career advancement or opportunities you would receive if you stayed.
"In this economy, it may be very hard to find another job, and there's no guarantee that one will have free coffee, either," Glen says. "Also, at the new job, even if it is good, the employee will have less tenure and is more likely to be cut in future layoffs."
If you've had benefits or perks taken away in recent months and need help staying motivated, remember these five tips from our experts:
1. Get over it
"The longer you talk about it to fellow employees, the longer you will have bad feelings, cause others to have bad feelings and be less productive yourself, which is not what will help the company be able to restore what has been taken away," says Aubrey Daniels, author of "Oops! 13 Management Practices That Waste Time and Money (and What to Do Instead)."
2. Find motivation
Sheridan encourages employees to find motivation through career planning with supervisors, interacting with co-workers or being proud of where they work. For example, an employee could volunteer to act as a sounding board for job candidates considering employment at the organization.
3. Create your own perks
Nancy Irwin, a motivational speaker and author, says employees can take turns bringing in coffee, bagels or potluck lunches to help fill the void of things that have been cut.
4. Understand what's still offered and take advantage
Darcy Eikenberg, president and chief creative officer of Coach Darcy LLC, recalls a client who didn't sign up for a course because she thought training costs had been eliminated. She realized that a co-worker was taking the course and getting it paid for from tuition reimbursement, an area that hadn't been cut. "Do a deep dive into your company's programs, policies and even discounts because there's probably something you can use now," she says.
5. Focus on the solution, not the problem
Concentrate on actions today that will affect your organization's success and growth tomorrow, says Jonathan Berger, director of human resources at Direct Agents, an interactive advertising company. "Take this time as an opportunity to offer new ideas to your managers and take an active and entrepreneurial role in helping your company overcome straining times. If you do a good job, you may be rewarded for your efforts when things improve," he says. "In addition, by taking on new challenges and opportunities, you can further develop your skills and make yourself a more valuable asset to any organization."
At the beginning of the year, 38 percent of employers said the economy would force them to make administrative cuts sometime during 2009, according to a survey by CareerBuilder.com. Sixty-five percent of those employers indicated that they would cut back company social events, 61 percent anticipated curtailing business travel, 25 percent expected to scale back on health-care benefits and 11 percent planned to reduce wellness benefits. Other areas where companies planned to cut spending included special office perks, such as coffee, ice machines or discounted vending (34 percent), incentive trips (28 percent) and philanthropic activities (21 percent).
Such perks and benefits being taken away make for a tough situation for employees. Not only are they working harder to keep their jobs, but workers have to do more for less. While some argue that it's hard to keep employees motivated in this situation, others say that they shouldn't focus on incentives, but rather think about the bigger picture.
"When perks and benefits are taken away, management often does this to allocate resources where they're needed, elsewhere. The money being saved by not buying bagels every Friday or purchasing Christmas gifts for employees may be going towards your salary," says Tom Gimbel, founder and CEO of LaSalle Network, a staffing and recruiting firm. "If you had to choose between taking a salary cut and not having free coffee versus being let go, most employees would likely take the former."
Urmil "Tracy" Marshall, coordinator for the Office of Diversity and International Affairs at Fort Valley State University in Fort Valley, Ga., agrees that it's important not to focus on what is being taken away. She says that due to budgetary constraints, furloughs were implemented at the school; but rather than get discouraged, she focused on the positive.
"I reminded myself how blessed I was to even have a job," Marshall says. "We need to remind ourselves of our priorities in life, placing a greater emphasis on what we have -- not what we don't."
Communication is key
Although it's understandable for employees to be upset, frustrated and discouraged when benefits or perks are taken away, Kevin Sheridan, founder and CEO of HR Solutions, which specializes in helping organizations to keep employees engaged, says that employees are less likely to be upset if management communicates with employees.
In fact, 82 percent of employees surveyed in HR Solutions' International Normative Database say that it's important that their organization allow them to choose from a variety of benefits to meet their individual needs. The survey consisted of more than 3.3 million responses from 2,400 organizations.
"If an organization's leadership team simply decided amongst themselves which benefits would be best to cut, employees will commonly become upset and their engagement will be negatively affected," Sheridan says. "Open communication is a key driver of engagement, and employees will immediately recognize the fact that they had no voice in the situation. If leadership had simply asked employees which benefits were important to them, this situation may be avoided."
Attitude is everything
Despite having to deal temporarily with a few displaced benefits or perks, there are benefits to sticking around with your employer until those things are reinstated.
"It's a good time to remember that the perks were never the reason that you liked the job. No one gets up in the morning saying, 'I'm really excited to go to the office because there's free coffee,'" says Paul Glen, author and management columnist. "If people feel that the [cuts] are being made in a good-faith effort to save jobs, they will be even more loyal than before, since they believe that the company is working on their behalf -- not just for executives."
Additionally, according to the HR Solutions survey, 37 percent of employees have thought of resigning in the last six months. Twenty-three percent said they thought about leaving because of pay; 18 percent because of a supervisor or manager; 15 percent because of career advancement; and 5 percent because of benefits. Thirty-nine percent considered it for other reasons.
"This statistic is especially important because many organizations have cut benefits over the last six months, and it illustrates that the majority of employees have not thought of resigning as a result of adjusted benefits," Sheridan says. "These employees recognize the advantages of sticking around with a company, benefits or not, for advantages such as career development and compensation. Also, as soon as the economy picks up, many benefits programs will be re-evaluated; employees sticking around with these organizations will not remain without benefits forever."
Workers should also remember that there could be consequences to abandoning a job just because you lost free coffee or a transportation reimbursement. If you're thinking about leaving your job for such reasons, make sure that your missing perks outweigh any possible career advancement or opportunities you would receive if you stayed.
"In this economy, it may be very hard to find another job, and there's no guarantee that one will have free coffee, either," Glen says. "Also, at the new job, even if it is good, the employee will have less tenure and is more likely to be cut in future layoffs."
If you've had benefits or perks taken away in recent months and need help staying motivated, remember these five tips from our experts:
1. Get over it
"The longer you talk about it to fellow employees, the longer you will have bad feelings, cause others to have bad feelings and be less productive yourself, which is not what will help the company be able to restore what has been taken away," says Aubrey Daniels, author of "Oops! 13 Management Practices That Waste Time and Money (and What to Do Instead)."
2. Find motivation
Sheridan encourages employees to find motivation through career planning with supervisors, interacting with co-workers or being proud of where they work. For example, an employee could volunteer to act as a sounding board for job candidates considering employment at the organization.
3. Create your own perks
Nancy Irwin, a motivational speaker and author, says employees can take turns bringing in coffee, bagels or potluck lunches to help fill the void of things that have been cut.
4. Understand what's still offered and take advantage
Darcy Eikenberg, president and chief creative officer of Coach Darcy LLC, recalls a client who didn't sign up for a course because she thought training costs had been eliminated. She realized that a co-worker was taking the course and getting it paid for from tuition reimbursement, an area that hadn't been cut. "Do a deep dive into your company's programs, policies and even discounts because there's probably something you can use now," she says.
5. Focus on the solution, not the problem
Concentrate on actions today that will affect your organization's success and growth tomorrow, says Jonathan Berger, director of human resources at Direct Agents, an interactive advertising company. "Take this time as an opportunity to offer new ideas to your managers and take an active and entrepreneurial role in helping your company overcome straining times. If you do a good job, you may be rewarded for your efforts when things improve," he says. "In addition, by taking on new challenges and opportunities, you can further develop your skills and make yourself a more valuable asset to any organization."
Monday, August 2, 2010
WHY DO YOU WORK?
You get up at six every morning, rush to work, where you spend the sunniest nine hours of the day. This is the routine for millions of people. Any of you stopped to ponder spending those nine hours differently?
Why do we work?
There are various reasons why people work, and why they do the particular work they do. Some people stick to what they're good at, avoiding challenges. Some have been doing the same job for years and can't get out of the comfort zone. And some simply enjoy what they do. But the deciding factor is usually the security bought about by a sizeable income.
The majority of the world's employed population work for money, not love. Ideally, we'd all fall into the minority. But this would only happen if love could feed the family, cover the bond on your house and materialise into petrol. However, there is a way to do what you want, despite your circumstances or experience. Here's how…
Five steps to job satisfaction
1.Take time out
You need to think about what it is you really want. As graduates, we know exactly what we want from life, what we want to be and accomplish. But five years into the job we got straight out of varsity, when work life is devoid of challenges, it's difficult to remember exactly what those goals were. Your idea of a dream job may have changed along with your priorities, so it is important to get a clear idea of what kind of work will enrich your life now. Make a list of all your personal and professional goals. Then ask yourself whether your current job will help you accomplish them. If not, you need to reconsider finding another job.
2. Take the practical route
The most practical way to figure out what will make you happy is to take a career assessment or aptitude test. These assessments take your strengths, weaknesses and goals into account and will give you an accurate indication of the direction you need to go into. Another practical route is to undergo career counselling.
3. Make plans
Once you've figured out what your career goals are, you need to set plans in action. If you plan to leave the company, you need to re-work your CV and start looking for a new job.
4. Take action
According to About.com, there are 10 top reasons to quit your job. These are:
1. You are heading for a burnout, due to work stress.
2. Your relationship with your manager has become unbearable.
3. Your relationship with your colleagues has deteriorated to the point where you can no longer work together as a team.
4. You have ruined your good reputation through behaving inappropriately in the workplace. You may as well quit before you get fired.
5. Your ethics are out of sync with the company. Even though you're not involved with the malpractice, you feel guilty just for coming to work.
6. Your company is heading for bankruptcy.
7. Your priorities have changed. If you have started a family since joining the company and your new needs are not being met, you may want to find a job that can provide you with what you require to support your family.
8. Your values and beliefs differ with the company's corporate culture.
9. You are in perfect health and yet you struggle to get out of bed in the morning. This is a sign that you no longer enjoy your work, and therefore don't look forward to doing it.
10. Work is no longer challenging and there's no chance of a promotion in the next three years.
This is when you know that it's time to go. If things at the office are not this bad, you may want to stick around and make the best of it.
5. Love the one you're with
So, you'll never be the next president. But you can make the best of the job you have. If your work's not challenging enough, spend your free time doing what you love. If you don't earn enough, turn your hobby into an entrepreneurship in you down-time. You spend 40 hours at work every week. Work shouldn't take up your whole life. It represents only a portion of what you do and who you are. Ensure that you spend the rest of the week doing the things you love to ensure you lead a fulfilling life.
Why do we work?
There are various reasons why people work, and why they do the particular work they do. Some people stick to what they're good at, avoiding challenges. Some have been doing the same job for years and can't get out of the comfort zone. And some simply enjoy what they do. But the deciding factor is usually the security bought about by a sizeable income.
The majority of the world's employed population work for money, not love. Ideally, we'd all fall into the minority. But this would only happen if love could feed the family, cover the bond on your house and materialise into petrol. However, there is a way to do what you want, despite your circumstances or experience. Here's how…
Five steps to job satisfaction
1.Take time out
You need to think about what it is you really want. As graduates, we know exactly what we want from life, what we want to be and accomplish. But five years into the job we got straight out of varsity, when work life is devoid of challenges, it's difficult to remember exactly what those goals were. Your idea of a dream job may have changed along with your priorities, so it is important to get a clear idea of what kind of work will enrich your life now. Make a list of all your personal and professional goals. Then ask yourself whether your current job will help you accomplish them. If not, you need to reconsider finding another job.
2. Take the practical route
The most practical way to figure out what will make you happy is to take a career assessment or aptitude test. These assessments take your strengths, weaknesses and goals into account and will give you an accurate indication of the direction you need to go into. Another practical route is to undergo career counselling.
3. Make plans
Once you've figured out what your career goals are, you need to set plans in action. If you plan to leave the company, you need to re-work your CV and start looking for a new job.
4. Take action
According to About.com, there are 10 top reasons to quit your job. These are:
1. You are heading for a burnout, due to work stress.
2. Your relationship with your manager has become unbearable.
3. Your relationship with your colleagues has deteriorated to the point where you can no longer work together as a team.
4. You have ruined your good reputation through behaving inappropriately in the workplace. You may as well quit before you get fired.
5. Your ethics are out of sync with the company. Even though you're not involved with the malpractice, you feel guilty just for coming to work.
6. Your company is heading for bankruptcy.
7. Your priorities have changed. If you have started a family since joining the company and your new needs are not being met, you may want to find a job that can provide you with what you require to support your family.
8. Your values and beliefs differ with the company's corporate culture.
9. You are in perfect health and yet you struggle to get out of bed in the morning. This is a sign that you no longer enjoy your work, and therefore don't look forward to doing it.
10. Work is no longer challenging and there's no chance of a promotion in the next three years.
This is when you know that it's time to go. If things at the office are not this bad, you may want to stick around and make the best of it.
5. Love the one you're with
So, you'll never be the next president. But you can make the best of the job you have. If your work's not challenging enough, spend your free time doing what you love. If you don't earn enough, turn your hobby into an entrepreneurship in you down-time. You spend 40 hours at work every week. Work shouldn't take up your whole life. It represents only a portion of what you do and who you are. Ensure that you spend the rest of the week doing the things you love to ensure you lead a fulfilling life.
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