WORK ISSUES 2

 

 

Chapter 1. Workplace Issues 1

 

Glossary of General Workplace Issues

 

The following is a general list of relatively minor workplace issues that need to be addressed at one time or another.

 

Blood Donation.  The American Red Cross has a program whereby they will send a Bloodmobile to a corporate office to take blood for donation. 

This could be a good thing to make your corporation look good while giving the workers who volunteer an hour or so away from the office.

 

Some smaller corporations give employees a few hours off in the afternoon to go to the local blood donor clinic to give blood.  It's your call whether you think this gives you some psychological-spiritual points with your workers and the community or is just a bunch of meaningless bull either way.

 

American Red Cross

800-Give-Life

redcross.org

 

bloodservices.ca

hema-quebec.qc.ca

888-2donate

888-462-4051

888-666-Hema, French.

Canada.

 

Cost-of-Living Adjustments/ Colas.  The cost of living adjustment is a fairly standard annual raise in pay at most large corporations that roughly parallels the increase in the cost of living due to inflation.  This figure is often derived from annual government statistics such as the Consumer Price Index.

 

census.gov

 

Daycare, eldercare.  Some large corporations offer on-site daycare/ eldercare to their employees or contract this service out to nearby licensed facilities for their employees. 

 

If you are a business owner and don't offer this service, for the morale of your employees and for your image as a good guy, you have to be considerate of employees who are caretakers of children and/ or older adults or disabled people but if it gets to the point where it's disrupting their work, you have to set them straight or get them to ship out.

 

Death, Funeral.  If an employee dies, you should pay respects by closing the business for the funeral and making everybody go. 

This makes you, the boss, look considerate.  If an employee's friend or relative dies, give them the day off for the funeral and offer more unpaid time off if they want it, like a husband losing his wife or a child might want a few weeks off to grieve.

 

Falsifying Documents.  If there's a way to rip the company off, some employee will try it at some point in time.  The range spans the spectrum for simply lying on the timecard to creating elaborate plans to steal money like the guy in procurements who created a phony supplier and pocketed all the cheques himself.

 

Have a firm written policy in the company manual that states that falsifying or misrepresentation of facts in any matter of company business is grounds for immediate dismissal and could be grounds for criminal charges if money or property is taken, including the theft of time, claiming to have been working when you weren't.

 

First Aid, Emergency Preparedness.  Make up an evacuation plan.  Buy several fire extinguishers and tell your workers about it.  In some places, by law, there has to be someone qualified in First Aid on staff.  Anyone can take these courses through the Red Cross. 

Have a first-aid kit on hand and a few articles or a first aid book on how to do CPR and the Heimlich Maneuver for choking.

 

Books about emergency medical care are at #362.18 or RC86.3 at the library.  Books about first-aid are at #616.0252 or RC86.8.

 

doctoryourself.com, how to treat yourself.

 

firstaid.eire.org/firstaid_index

funrsc.fairfield.edu/~jfleitas/contents.html, children's first aid.

injurycontrol.com

learncpr.org

mayoclinic.com/findinformation/firstaidandselfcare/index

 

American Red Cross

431 18th St. Nw

Washington, Dc 20006

202-737-8300

800-842-2200

redcross.org

2800 chapters nationwide who offer safety and medical training.

 

Food at Work.  To me, a workplace is for work.  Any decent company will have a room set aside as a lunchroom where people can eat lunch and go in for a snack.  I would tolerate coffee and some kind of soda in the workplace but nothing further than that. 

 

I wouldn't tolerate a kettle or coffee machine anywhere else but the lunchroom.  I wouldn't tolerate any foods in the workplace nor those little nifty machines some people bring to work like soup machines or popcorn poppers. 

 

Put it all in a lunchroom as far away from the main body of business as you can get to avoid smells that make it seem as though someone is living there as opposed to working there.

 

Gambling at Work.  Some employers don't mind if the workers play cards at lunch or place bets on sporting events.  I personally think it's possible to be too much of a hardass. 

 

Even though the conventional wisdom says to make a rule in the employee handbook that gambling while at work is strictly prohibited, I think that if employees want to do it, it's good for them.  It makes them more united and feel like they're having some fun on the job.

 

Glass Ceiling.  The glass ceiling is a slang term which means that women can rise only so far in a company despite all the laws about equal employment opportunities because of a quiet old boy's network which still believes that men are superior and only they can do the tough, high status jobs.

 

No matter how good they are, no matter how good they look compared to the men in the company, they won't get promoted beyond middle management.  This is the glass ceiling.

 

The glass ceiling can also be used to describe what handicapped people and other minorities face as well as women.

 

This is illegal but how do you prove it.  For the managers, diversity is good in the political sense that by putting women and other minorities in high positions you're showing the world how enlightened and liberal you are which is always good for business because more women and minorities will buy from your business as a result.

 

Holidays.  There are no current laws that require employers to honor any holidays, not even the statutory or official holidays.  That's just for government employees. 

 

Some businesses have to operate during holidays.  The honorable ones pay employees time and a half for that day.  The really cool employers give minorities time off (often unpaid or as a paid vacation day) for their holidays like Passover, Ramadan or The Feast of Ganesh. 

 

It comes down to how you want to be perceived; as a stingy, old bastard or a cool guy who gives the employees a break now and then because you know it's good for morale.

 

Late, Coming in Late, Getting Work Done Late.

 

In a professional organization, there's very little tolerance for this.  As I say in the Lunch Break paragraph, document it all, put the bum on probation and make him sign the clipboard on your door every day when he comes in so you can see him and he might be embarrassed enough to shape up or he might quit in which case, good riddance.

 

Leave Abuse.  There are some laws like the Family and Medical Leave Act which an individual can use to take time off to heal a serious illness or to care for a loved one with a serious illness but by and large, most workers in the workforce are presumed to be "normally healthy" therefore may only have a medical emergency now and then. 

 

Companies generally give employees anywhere from 10 to 30 sick days per year.  What they don't use up is credited as accumulated sick leave hours which usually has a limit of hours and is sometimes paid off in dollars to the worker when they retire or quit but most often, what they don't use, they lose forever.

 

The problem is that you're at work to work.  If you're legitimately sick, fine but if you're a slacker who calls in sick every third Monday or so without a doctor's letter, there's a gray area in there as to what's fair and even legal. 

 

Employers don't like slackers who call in sick all the time even if they are using up their legitimate sick days.

 

There are no clear answers to how to handle this dilemma.  Refer to the Fair Labor Standards Act/ FLSA for more information.

 

dol.gov

 

Lengthy Illness.  By the Family and Medical Leave Act of 1993, employees in companies of fifty or more workers are guaranteed up to twelve weeks unpaid leave for illness while retaining full job security.  The boss doesn't have to pay them but he could if he wants to or you could use accumulated sick days if applicable.

 

If the individual is not expected to recover or regain full capacity, they could move into the disability category in which case you will have to either give them a pension or try to make reasonable accommodation for them.

 

Whatever you do with employees in these tough situations reflects on who you are as a boss.  The other workers are watching you to see how compassionate or ignorant you are.

 

Lunch Break/ Coffee Break.  When you hire people, spell out exactly what the breaks are and how long.  Some people will respect that but others will try to play you, testing you by staying on break longer and longer to see what you will do.

 

I say don't be trivial about a good employee coming back late once in awhile but if you've got somebody coming back five or more minutes late everyday and you don't particularly like that guy, start documenting his return times from work, pull him aside, tell him if he gets three more lates back from lunch, he's outta there, give him his formal warning and tell him he has to sign in everytime he comes back from break on the clipboard that's hanging on your office door.  This will either embarrass him enough to comply or to get lost.

 

Moral, Criminal Violations.  Certain things like threats, assault, violence, theft, embezzlement, lying, emotional abuse, verbal abuse, lewd conduct, possession of an illegal firearm, negative attitude, anger, etc. are grounds for immediate dismissal. 

Nepotism.  Nepotism, giving jobs to relatives is fine, everybody does it but you can't openly have two standards, one for relatives and insiders and one for the other employees.  Everybody has to be treated fairly, on the same level.

 

Nepotism gets a bad rap but the fact is that everybody looks out for their family before they look out for the interests of others.  It's not something you have to apologize for or be ashamed of.  Just make sure it's a two-way street. 

 

If you give a job to a slacker and he affects the morale of the other workers by acting like a spoiled brat, you have to set him straight, give him another chance but if he still won't or can't pull his own weight, you have to tell him his destiny is elsewhere or tell him to come back when he's mature enough to handle a responsible job.

 

This works doubly worse if you give a relative a relatively easy job and he doesn't have to start at the bottom like everybody else did.

 

If you give a friend a job, make sure he pulls his weight or your other employees will scorn you.

 

Overtime.  The Fair Labor Standards Act of 1937 legislated the eight hour day and the forty-hour work week but it also created two major categories describing who is eligible for overtime and who isn't:

 

Exempt.

Non-exempt.

 

For non-exempt employees, anything they do over 40 hours in a week is paid at time and a half or more.

 

Exempt employees are usually either salaried employees who do a job as opposed to work by the clock or piecework employees paid by their results not the clock.

 

The FLSA is enforced by the Department of Labor's Wage and Hour Division as well as state labor agencies. 

As an employer, if you find yourself paying out a lot of overtime, it might be cheaper to hire a new employee.

 

dol.gov

 

Personal Hygiene, Clean Work Space, Dress Code.  When you go to work, you're there to represent a company and be around other people so don't be a pig, don't smell and don't dress like you're lounging around at home even if you have your own office.  Have some dignity about yourself.

 

Personalizing the Workspace.  Most employees like to put a photograph of their family on their desk and a teddy bear or two but this is not home.  If someone goes too crazy on the home décor, tell them straight up, it's a professional workplace.  Save the Martha Stewart crap for home.

 

Personal Use of Equipment.  Most employees in an office setting use the photocopy machine, stamps, fax machine, internet, etc. for their own personal use even if the rules clearly state they're not allowed to. 

Management overlooks these minor uses for good workers but they can use these violations as a basis to fire people they want to get rid of.  They simply call it theft of company property.

 

If you're concerned about too much paper being used, stamps taken for home use, lots of pens disappearing, etc., either put the supplies in a big cabinet or room in a place where everybody can see who's taking stuff out or put a trusted employee in charge of the supply cabinet which stays locked and is only opened by the person in charge when requests are made. 

 

In this way, you can ask him or her if anyone seems to be asking for materials than they legitimately need for work.

 

Radio at Work.  Music or certain types of it bother the heck out of some people while it helps motivate others.  Music at work is good if everybody more or less agrees to it and it's a middle of the road type music, like mainstream pop because somebody has always got a complaint about every other type of music.  Let the employees decide.

 

Resignations.  If someone wants to resign, it's a good thing.  They want to leave.  You probably want them to leave too.  Resigning is also a way for an employee to save face rather than being fired and saves you from possibly being sued in court for wrongful dismissal.  If someone wants to resign, get rid of them quickly.

 

Rumors, Gossip, Cliques (the In-Crowd).  If rumors, gossip and cliques get too out of hand to the point that some employees see themselves as the superior in-group and pass judgment on others, making fun of them, criticizing them, you as the boss, have to stand up and confront them all directly. 

 

Tell them this is a workplace not a ladies knitting club.  Gossip, bullying and little exclusive cliques will not be tolerated.  Get a grip.  Focus on the job and everybody get along as a team otherwise I will be forced to get a rid of a few people. 

 

After that, immediately, take the loudest ringleader, move his office to the crappiest location and give him the worst possible job in the place.

 

Severance Pay.  Severance pay is appropriate for all occasions except if someone is fired but even then, a lot of employers still give an employee a week of pay or so for every year worked with a maximum of 12 weeks pay.

 

Severance pay falls under the Employee Retirement Security Act of 1974 (ERISA) which changes regularly so if you're designing a severance package program, you or your HR people/ lawyer should look at the latest version of it.

 

If you terminate someone and want to get rid of them immediately, it is customary to offer an immediate cheque for two weeks pay in lieu of having them hanging around with the customary two weeks notice for terminations.

 

Short-Timers.  Short-timers are people with about a year to go before retirement who start slacking off.  As the boss, tell him to get back on it or you will have to put him on formal warning.

 

Sick Days. The Family Medical Leave Act of 1993/ FMLA is concerned with serious illness, caring for a loved one with serious illness and maternity and paternity leave but on a more pragmatic day by day level, people are generally given x number of paid days for sick leave a year which they use for whatever they want including sickness but not limited to it.

 

Is this right or wrong?  What should sick days be defined as?  The general concensus is as follows:

 

Physical illness.

 

Mental or emotional problems.

 

Care for a sick family member.

 

The truth is that people often use sick days for mini-vacations even though they're not sick.  As far as I can see, I can't think of any way to solve the problem. 

 

If you try to lower sick days, the union will get all bent out of shape.  If you try to check up on people who call in sick, they will resent the intrusion so it is where it is, another way to get paid time off from work regardless of whether you're sick or not.

 

Time theft.  Company time is for company work.  When the cat is away the mice will play.  Give them an inch and they will take a mile.  Let them know who's boss.  Work is for work, period.  They either get with the program or they're gone.

 

Travel Expenses.  In order to avoid employees ripping you off when they travel on business, set a reasonable predetermined allowance for hotel room, three meals a day and travel expenses.  Pay them that amount and if they go over budget, unless it's an extenuating circumstance, that's their problem not yours.

 

Trust Situations.  A cousin of mine hired several clerks for his retail store all of whom stole from him.  I suggested he put a video camera right over the cash register and tell the clerk it's there. 

Another issue is whether you should leave employees alone at the facility to work or give them the keys to come in on their own.  When I was given the keys to places I worked, I snooped around.  It wasn't to steal anything, just curiosity so if you give someone the keys, expect them to snoop at the very least.

 

Vacation Days.  Most companies offer employees x number of days of paid vacation per year to be used by the employee as he sees fit, on his terms.  He or she generally chooses when they want to take their time off unless it's a major inconvenience to the company then they have to work out a compromise.

 

Some workers take most of their vacation days in one or two chunks of time.  Others take a few days a month.  It all comes down to working out amicable arrangements with the company.

 

The general trend is that after six months of work, an employee is eligible to use the x number of vacation days per year in the way he or she wants unless it's an extenuating circumstance for the employer.

 

Some employees don't use their vacation days but rather let them accumulate such that they will receive the money in lieu of vacation time when they eventually leave.  Just like with sick days, there are lifetime caps on how many hours you can accumulate and be paid in a lump sum when you leave.

 

Once you use up your vacation days in any year, you can't legally get any advanced to you. 

 

If you have to take days off for an emergency situation, management will either deduct it from next year's vacation time or deduct it from your final paycheque when you eventually leave the company.

 

The standard policy is that leave be taken in days at a time in increments of whatever the employee wants (one day at a time to weeks at a time).  The more advance time you give to the boss, the better off you are that it will be granted.

 

Some employees want to use up half days and some employers accommodate this by disbursing the vacation time in terms of hours.

 

Workplace Issue Websites

 

cdc.gov/niosh/topics/workschedules, shift issues.

circadian.com, shiftwork.

disability.gov/employment, employing people with disabilities.

diversitycentral.com, diversity; cultural diversity at work.

ed.gov/about/offices/list/ocr/know.html, know your rights; us dept ed.

ed.gov/policy/rights/guid/ocr/sex.html, sex discrimination.

hreonline.com/hre/index.jsp, human resources online.

jobsearch.                            dead website, try dotdash.com, thebalance.com and thoughtco.com
/od/salary/a/fired.htm, how to handle termination.

nifl.gov/nifl/facts/workforce.html#skill, workforce skill requirements

nolo.com/legal-encyclopedia/preventing-sexual-harassment-workplace-29851.html, sexual harassment; nolo's legal encyclopedia.

nww.org/qwbl/kck_toolkit.html, quality workplace learning toolkit.

osc.gov/documents/pubs/post_ppp.htm, prohibited personnel practices.

positivelyminnesota.com/jobseekers/index.aspx, job success skills.

uschamber.com/issues/default.htm, issues and action; us chamber of commerce.

workforceinvestmentworks.com/workforce_boards.asp, workforce boards by state.

 

Aids in the Workplace

 

The federal Rehabilitation Act and the American With Disabilities Act/ ADA protect people with HIV or Aids from being discriminated against in the hiring and promotion processes and from being terminated simply because they have the disease if it doesn't interfere with their performance. 

 

They can sue and win a lot of money in compensatory and punitive damages.  Refer to the movie Philadelphia.

 

These laws are also geared for refusal to serve customers with HIV or Aids.  By law, doctors, lawyers, dentists, etc. cannot refuse service to a person with Aids nor can hotels or restaurants refuse them service either.

 

An employer can only test new potential employees for HIV if there is a connection between HIV and job performance or safety (risk of transmission of the disease).  To test without a legitimate reason is an invasion of privacy.

 

Because Aids can't be transferred through casual contact, workers cannot legally refuse to work with someone with Aids without facing termination.

 

Managers have to contend with employees who have the disease, employees whose family members or friends have the disease and fellow employees who are afraid of catching it. 

 

According to the Americans with Disabilities Act of 1990 (ADA), AIDS is classified a disability and must be dealt with the same sensitivity as any other disability in the workplace.

 

Employers must accommodate disabled in any of a number of ways, as long as it's reasonable and not cost-prohibitive.  The most common adaptations employers make for disabled employees are to offer flexible work schedules, adapt furniture for them set up a special telephone for them. 

 

The Rehabilitation Act and the ADA apply only to certain companies in terms of size and federal contracts but the spirit of these laws and other laws mean that employers must make a reasonable effort to accommodate their disabled workers, including those afflicted with Aids.  Currently, the ADA only applies to organizations with fifteen or more employees.

 

According to the Family and Medical Leave Act/ FMLA, employers with fifty or more employees are obligated to give up to twelve weeks of unpaid, job-protected leave to an employee who is caring for a worker with Aids.

 

The general rule of thumb is that as long as the employee is able to complete tasks and there is no legitimate reason for termination, you're better off working with the Aids employee than trying to fire him and risk a discrimination lawsuit.

 

If the employee is no longer able to do his or her job productively, terminate him or her with compassion and respect.  Keep your legal obligations in mind.

 

In the long run, the better you treat an employee with Aids, the better your other employees see you because they're all thinking, "By the grace of God there go I."

 

Some employers offer a seminar or workshop on Aids sensitivity to help increase understanding on the part of employees.

 

If you have an employee assistance program, get your Aids employee into it.

 

For more information, check with the EEOC and talk with an employment and discrimination law attorney.

 

thebody.com/forums/aids/workplace

 

Business Travel Info

 

Whenever possible, make all your trips, even if they are really vacation trips, serve some aspect of your business so you can deduct the cost of them from your company's profits.

 

This can be done very often if you are in business in which traveling is a necessity, such as import/ export. 

 

If you are a travel agent, you will be invited by airlines, cruises, hotels and resorts to travel or stay with them as their guest.  They hope you will then send your travel agency customers to them. 

 

This can work also if you're in a business or occupation like advertising, public relations or writing where you can give them free publicity in return.

 

The government wants to help you do more business overseas.  Before you go, contact the Department of Commerce, doc.gov. 

 

They will arrange for you to meet people in each country you visit who are in your industry and related fields.  If you play your cards right, these potential business associates will wine and dine you and act as warm hosts in their native countries. 

 

usatoday.com has a section on business travel in its Money column.

 

The Wall Street Journal occasionally has a Tracking Travel column in the Marketplace Section.

 

nytimes.com probably has the best Sunday travel section around.

 

Try #910.202 or G156.5 at the library.

 

businesstravel.                            dead website, try dotdash.com, thebalance.com and thoughtco.com

abt-travel.com, american business traveler assn.

businesstravellogue.com

businesstrip.com

oag.com

acte.org, association of corporate travel executives, a professional association representing corporate travel managers and travel service providers.

christophersontravel.com

startrungrow.com/information/business/1,2045,business-travel.htm

businesstravellogue.com

centaur.co.uk/communities/business_travel

blackenterprise.com/lifestyle

travelego.com

en.wikipedia.org/wiki/business_traveller, monthly tv show on cnn.

mybusinesstravel.com en.wikipedia.org/wiki/executive_travel_magazine

executivetravelmagazine.com business-hotels-travel.com b2btravelmart.com

businesstravellogue.com

ctbusinesstravel.co.uk, business travel management.

topix.net/business/travel-tourism

abttravel.com, american business traveler assn.

airlines-online.com

cheap-business-class-flights.co.uk ctmba.com, benchmarking, corporate travel management.

att.com/business_traveler business-class.net bizrate.com

biztravel.com

hthbusiness.com, health insurance plans for employees working or traveling outside their home country.

biztravel.com, 800-835-6483

biztravelclub.com

businessfarebuster.com

businesstravel.                            dead website, try dotdash.com, thebalance.com and thoughtco.com

businesstraveller.com

businesstravel.                            dead website, try dotdash.com, thebalance.com and thoughtco.com

businesstrip.com

business-trip.com

bestwestern.com/programs/business/

exectravel.com

expedia.ca

expedia.com, 800-397-3342

getthere.com

ibm.net/phoneint.html

infobel.be/infobel/infobelworld.html, world telephone directory.

joesentme.com

oag.com, online airline schedules. portfolio.com

pueblo.gsa.gov/cic_text/travel/business_overseas/travel

teleadapt.com, info about electric power, internet service, telephone service, etc. in foreign countries.

thetrip.com

travel.state.gov

travel.yahoo.com, 888-709-5983

trip.com, 888-484-3874

tvc.com/europe, business travel, europe.

usatoday.com, business travel section.

worldexecutive.com

wsj.com, business travel section.

 

Business Travel Planner

Official Airlines Guide Oag-

2000 Clearwater Dr.

Oak Brook, Il 60521

630-574-6000

800-Dial-Oag

Fax: 630-574-6530

oag.com

Quarterly magazine.

 

irs.gov

800-829-3676

Booklet #463 Travel, Entertainment, Gift And Car Expenses.

 

Consolidated Omnibus Budget Reconciliation Act/ COBRA; Health Insurance When You Leave a Job

 

There is a federal program called the Consolidated Omnibus Budget Reconciliation Act (Cobra) where you can keep medical benefits if you were getting group health insurance coverage as an employee benefit for a company with 20 or more employees then you quit, got laid off or your hours were reduced. 

 

If you agree to pay for the medical coverage out of your own pocket, you can stay on the company plan for up to 18 months.  If you're the spouse of an employed person who died or you're divorced from him, you too may be eligible for Cobra if you didn't have any other coverage. 

If you're disabled within 60 days of leaving the company, you can stay on Cobra benefits for 29 months as long as you pay the premiums.

 

dol.gov/ebsa/faqs/faq_consumer_cobra.html

 

cobraoptions.com/library.html

dol.gov/dol/topic/health-plans/portability.htm

cobrahealth.com

aarp.org/health/insurance/private/a2003-05-02-cobra.html

 

Pension and Welfare Benefits Administration

Public Disclosure Room

U.S. Department of Labor

200 Constitution Ave. Nw

#5619

Washington, Dc 20210

202-219-8776

800-998-7542

800-326-2577 Tdd.

 

dol.gov/dol/pwba Free booklets, Health Benefits Under The Consolidated Omnibus Budget Reconciliation Act and Recent Changes in Healthcare Law.

 

U.S. Public Health Service

Grants Policy Branch (Cobra)

5600 Fishers Ln.

#317a-45

Rockville, Md 20857

phs.os.dhhs.gov/phs/phs.html

Info about Cobra for public sector employees.

 

Cyberslacking/ Wasting Time On The Internet

 

Cyberslacking is workers who slack off at work by cruising the internet for their own benefit at the expense of doing work for their employer.

 

An easy way to solve it is to install spyware that records everything that happens on the computer.  Don't tell them you installed it so that you catch the most blatant abusers then the rest will know you're tracking their computer usage so they'll stop the frivolous cruising.

 

There is also blocking software that will block websites like game and porn websites and other popular ones like ebay, myspace, facebook and amazon.

 

It might seem like a joke but it's a serious problem that costs companies a lot of money and the work doesn't get done in a timely fashion.

 

There is no reasonable expectation of privacy at work.  If you're working on company computers, your bosses have every tight to monitor what you do.

 

aftab.com/workplace_privacy_cyberslackingmain.htm

apluscsystems.com, how to prevent cyberslacking.

 

eblaster.com/docs/cyberslacker.html, spy software.

en.wikipedia.org/wiki/cyberslacking

facstaff.bloomu.edu/jtomlins/new_page_24.htm

gibbs.com/cyberslacking.htm

reference.com/browse/wiki/cyberslacking

getsafeonline.org

avoo.com/wiki/cyberslacking

buzzfeed.com/buzz/cyberslacking

webopedia.com/term/c/cyberslacking.html

trendhunter.com/trends/cyberslacking

 

Defamation/ Libel and Slander

 

Very briefly, defamation refers to a company or individual making false "serious misconduct" statements about a person or company. 

 

Slander is generally defined as making an oral statement. 

 

Libel is generally defined as making a written statement.

 

The charges generally can only stick if the statements are made publicly or in the public domain.  If the statements are made in so-called "privileged settings," they can't be actionable as defamatory. 

The statements also have to be clearly intended to be fact and not just opinion so it would be difficult to prove in court so it's a very ambiguous area and you should consult a professional before proceeding with such an action.

 

law.justanswer.com/libel

erichusby.com/webpagepapers/constitutional.htm, constitutionally restricted speech-an analytical history of libel.

 

Dog-Friendly Companies To Work For

 

dogfriendly.com

 

Employee Wellness Programs

 

Companies start employee wellness programs because they want healthy employees.  It increases productivity and saves money in the long run.

 

They help employees be healthy through various programs like:

 

Self-care programs

Stress Management

Smoking cessation

Substance abuse control

Health Risk Assessment, questionnaire designed to identify health risks

Drunk Driving Prevention

Company Fitness

 

wellnessproposals.com

toolsforwellness.com

wellnesspublishing.com

 

Exercise At Work

 

activelivingatwork.com

 

Chapter 2. Workplace Issues 2

 

Gifts at Work

 

Work is work not school.  When I was in grade school, everybody in class picked the name of a classmate who they were spozed to buy a gift for at Christmas but it was a bunch of pretense because everybody kept score as to who bought the most expensive to the cheapest gift so I'm against these cute little gimmicks at work.

 

I believe that it's right and fair to give certain employees gifts of cash and merchandise when they've done something noteworthy and impressive.  If the others get jealous, too bad.  This ain't a communist country.  It's a system based on merit.  Maybe it will inspire them to get off their butts and do something stellar for a change.

 

Don't accept gifts from subordinates beyond the pot of stew your matronly secretary cooked last week and has some left over.  When you accept a random gift from someone for no apparent reason, it makes you indebted to that person so do the right thing.  Accept no gifts and stay impartial to everybody.

 

giftsforprofessionals.com occupationgifts.com

 

catalogs.com

great-gift-ideas-etc.com

cosmopolitan.com/advice/gift-ideas/perfect-gift-ideas

shopdreamy.com distinctivestores.com

did-it.com

deluxe.com

richart-chocolates.com

departmentofgoods.com

bagsandbowsonline.com

pajamagram.com distinctivestores.com regiftingtips.com gifts.personalcreations.com

blooms.co.uk, florist offering complete delivery service, listing floral and other gifts.

giftsforyounow.com

gifts.redenvelope.com nordstrom.com distinctivestores.com

winecountrygiftbaskets.com

stagshop.com, bachelor party gifts

teleflora.com, love bouquet with red roses ehow.com, cheap gifts for women

certificateswap.com, trade gift cards.

swapagift.com, trade gift cards.

sendsocial.com, send gifts anonymously to anybody

dating.suite101.com/article.cfm/unique_valentines_day_gifts

dellastreats.com, fresh hawaiian flowers and other  gift ideas

 

Health Insurance at Work

 

Employers generally pay for some or most health insurance but usually not all.  You'll probably pay your share of the cost in at least two ways:

 

1.) Your employer will charge a fee to be part of the company's health insurance plan.  This is called the premium. 2.) There's a deductible.  You have to pay the first 20% or so toward your medical treatment.

 

3.) The co-payment is the flat fee you pay for every doctor visit or prescription.

 

allaboutthebenefits.com

 

Multi-tasking/ Multitasking Info

 

The terms multi-tasking and hyper-tasking come from the computer world.  They mean doing more than one thing at one time.

 

Multitasking is really impossible because your brain can only have one thought at a time.

 

In many cases, it leads to mistakes and low-quality work.

 

If you want to do something, shut off your phone and work in a private, quiet place.

 

apa.org/journals/xhp/press_releases/august

_2001/xhp274763.html, a study titled "executive control of cognitive processes in task switching" by joshua s. rubinstein, david e. meyer and jeffrey e. evans.

 

curiousparents.com

en.wikipedia.org/wiki/multitasking

fastcompany.com/online/63/multitasking.html

tracylynmoland.com/present.html

trendwatching.com/press/trendarticles/the

australian_170704.html

 

If You Lose Your Job Through Competition From Imports

 

If you lose your job through competition from imports, you may be entitled to adjustment assistance from the DOL.  Via the 1975 Trade Act, three or more workers may petition the Office of Trade Adjustment Assistance, Bureau of International Labor Affairs, DOL, Washington, DC 20210, dol.gov. 

 

You could receive a weekly pay cheque for a year, job training help, job placement help and a relocation allowance.

 

Income Tax and the Job Hunt

 

You can deduct job-search costs from your income taxes as a "miscellaneous deduction" on your federal income tax return. 

 

Keep your receipts for books, CDs, employment agency fees, resume writing fees and travel expenses.

 

If you find a job in another area and have to move, moving expenses are tax deductible.

 

Some education for updating your job-search and occupational skills are deductible.

 

irs.gov

 

Job Security Info

 

Job security exists if you're in a union or tenured as a professor.  There are various federal and state laws regarding termination but everything is null and void if the company goes bankrupt or decides to relocate in Mexico.  Millions of manufacturing jobs in America have been lost when companies relocated to a third world country.

 

In most cases, there's no such thing as job security unless you own your own business.  Read my business and money-making books.

 

I went through a job loss once.  It was enough for me to learn that I would never take my life for granted again.  That's why I wrote all these books about taking control of your own life.  Don't be dependent on anything, not even the company you work for.

 

They closed a truck manufacturing plant near London, Ontario out of the blue.  None of the employees saw it coming.  The guy said he worked there for 16 years then they closed it down just like that.

 

This is why I'm pro-small business and pro-homesteading or self-sufficiency.  Do most things for yourself.

 

If you have a good job, either start a small side business, take a second parttime job, keep taking courses to upgrade your skill level or take courses for another field that's always in demand like an allied health field, electrician or plumber.

 

en.wikipedia.org/wiki/job_security

evaluationengineering.com/archive/articles/0401salary.htm, job security takes a beating.

getthatjob.blogspot.com

ibew73.org/job.html

ihmhermitage.stblogs.com

scorelogix.com/wsj.asp, how secure is your job?

 

Medical Group Insurance for Employers

 

If you are a business owner, you can pay for your medical insurance as a business expense out of company funds as opposed to buying it personally and not having it deducted for income tax purposes.

 

When you hire employees, you are regulated by the Employee Retirement Income Security Act/ Erisa which does not require employers to provide medical, retirement or any other benefits to employees but having happy employees is really the final goal of company owners which is why they offer benefits.

 

Erisa regulates how benefits must be administered if the employer decides to provide them.

 

The biggest issue is whether you should offer equal benefits to all employees, including family members of your employees. 

This is a complex issue dependent on where you live.  Contact an employment attorney or a benefits consultant about it.

 

If you decide to offer medical insurance, spell out the terms clearly in your company manual or if you don't have one, write it out clearly somewhere.

 

In order to qualify for most group insurance plans, you need a minimum of two employees, you and someone else. 

 

Medical insurance policies themselves are very different.  I cover this issue more indepth in my medical book. 

 

If you're a very small operation and hire one or two employees only occasionally, one technique to use is to set up a medical insurance policy for yourself, raise the salaries of your workers and offer them the opportunity to get coverage by joining your policy and setting their own coverage levels.

 

Try to help workers with serious medical illnesses by reducing their work hours, giving them time off, using the company's resources to help them but at some point, they may be a liability.  The honorable thing to do is to continue to give them benefits while terminating them from the job.

 

Most employees are attracted to work for a company if it has a good medical insurance plan.

 

Smaller companies in general pay half of the health insurance coverage and the employees must cover the other half if they want to be part of the plan.  Bigger companies and the government as an employer generally offer much better terms.

 

If you're self-employed and have no employees, you don't qualify for group health insurance so you have to buy a personal policy. 

The National Association of Self-Employed Executives offers its members health insurance at a reasonable price.

 

Try your professional or trade organization for group health insurance.

 

If you have two or more employees, look un your phonebook for HMOs offering group health insurance.

 

Try Blue Cross/ Blue Shield.

 

Check out some books in the #362.10-362.16 or RA395 to the  RA645 section of your library that might tell you how to save money on healthcare and books at #368.3 that deal with health insurance.

 

Look in your local phonebook under Health Insurance or Health Services for local health insurance companies.

 

guideline.gov/index.asp, has the standard guidelines for different medical organizations as to how a patient with a certain medical condition is to be treated so that if your health insurer doesn't want to cover a certain treatment because he claims it's not standard or experimental, you just have to show him the guidelines and you have him legally.

 

National Health Insurance Consumer Helpline

800-942-4242

 

aarp.org, 800-424-3410, american assn. of retired persons.

accc-cancer.org, booklet cancer treatments your insurance should cover.

acponline.org/journals/news/busman.htm

acponline.org/mgdcare

advanceinsurance.com aahp.org, american assn. of health plans.

aetnaushc.com

ahaf.org, 800-437-2423, american health assistance foundation.

ahcpr.gov/consumer, agency for healthcare policy and research.

ahcpr.gov/research/mgdnot1.htm

ahrq.gov

americasguide.com/national.asp?cat=cin, cancer insurance.

amso.com, managed care forum.

aquent.com

bluecrossca.com, california.

cancercareinc.org/patients/plinks2.htm

cancercareinc.org/patients/plinksfinancial.htm

cancerinsurance.com

christianbrotherhood.org

chubb.com, insurance for businesses and professionals.

cia.html

cms.hhs.gov/medicaid, health insurance for poor people run by the government.

comed.com/amcp, managed care providers.

consumerreports.org

digitalinsurance.com

diversifiedgb.com, group health insurance.

dol.gov/dol/pwba, 800-998-7542, info about cobra.

dol.gov/ebsa/faqs/faqconsumerhipaa, health insurance portability and accountability act.

edoc.com/aaas/policy/genetics.html, use of genetic testing in health insurance determinations.

ehealthinsurance.com

epn.org/idea/hciclink.html, health policy links.

eqp.org

fhp.com

georgetown.edu/research/ihcrp/hipaa

go.com/webdir/business/management/insurance

hcfa.gov, cms.hhs.gov, 800-638-6833, healthcare financing administration; medicare and medicaid.

hcfa.gov, cms.hhs.gov/hipaa

hcfa.gov, cms.hhs.gov/medicaid

healthaxis.com

healthcaremanda.com

healtheon.com

healthgrades.com, service that gives healthcare report cards to all areas of the healthcare business.

healthgrades.org

healthinsurance.org

healthinsuranceinfo.net

healthlobby.com/welcome.html,insurance reform.

healthplandirectory.com

healthscope.org

hiaa.org/consumer, health insurance assn. of america.

hmogroup.com

hmopage.com

hoovers.com, list of healthcare companies.

html, cancer insurance.

html, cobra and cancer.

ihr.com

iiaa.iix.com

iiaa.org, independent insurance agents.

iii.org

iix.com

insure.com

insure.com/health

insure.org

insureclick.com

insurekidsnow.gov, 877-kidsnow

insuremarket.com

insuremarket.com

insweb.com

jcaho.org

kaiserpermanente.org

kaiserpermanente.org/locations, kaiser medical centers.

kff.org

levinassociates.com, health care services.

lifeline.org

managedcaremag.com

mecqa.com, database of how much medical procedures cost and how much insurance company should pay.

medaccess.com/gtehome/hfol.htm

medconnect.com/finalhtm/managedcare

medibroker.com

medicare.gov, 800-medicare, federally run health insurance for people over 65 or on social security disabilty, mednexus.com/hcr, healthcare review.

mercer.peachnet.edu/www/health/health.html, health administration resources.

naic.org

ncqa.org, 888-275-7585, 800-839-6487, national committee for quality assurance.

noah.cuny.edu/cancer/cancercare/library/cobra.

noah.cuny.edu/cancer/cancercare/library/crisis.h

noah.cuny.edu/cancer/cancercare/services/finan

ohioquote.com, national health insurance quotes.

openseason.com

oxhp.com

patientadvocate.org, 800-532-5274, 757-873-

pie.org, policy information exchange.

pitt.edu/~jhppl/jhppl.html, journal of health, politics, policy and law.

pnhp.org, physicians for a national healthcare program.

qickquote.com, quickquote.com

qualinet.com

quality.org

quicken.com/insurance

rbcinsurance.com/health

rbcinsurance.com/health/critical_illness.html, critical illness insurance.

sachs.com

simplecare.com, membership@simplecare.com, 888-469-1112, nonprofit program of the american assn. of patients and providers which offers an alternative solution.

soho.org, group insurance.

ssa.gov, social security.

state.wi.us/agencies/oci/pub_list/pi-001.htm, shopper's guide to cancer insurance.

syra.net/wwist/bt.htm

texashealthinsurance.com

themcic.com, managed care info center.

themcic.com/mcweb.htm

tmc.edu/ama-mss/glossary.html, managed care glossary.

tml

ukans.edu/service/dykes/rrpages/hlthpol.html, healthcare resources.

ushc.com

va.gov/vbs, 800-827-1000, veterans.

vh.org/patients/ihb/cancer/nci/facingforward/04.

viahealthplan.com

vrsc.com, financial help for very sick people.

wmplus.com/licwal/whatis.html

wnet.org/archive/mhc/index.html, america's managed care revolution.

wnet.org/mhc

wp.com/hcla, healthcare liability alliance.

xnet.com/~hret/statind.htm, healthcare information resources.

 

American Assn. for Consumer Benefits

Pob 100279

Ft. Worth, Tx 76185

800-872-8896

Fax: 817-735-1726

Promotes the use of insurance and medical benefits by small business owners.

 

Medical Services at Work

 

Some companies and organizations have a first-aid or medical office onsite which does some medical services on the employees.

 

workplacemedical.com, health services at work.

 

Religion-Spirituality  Workplace  Websites  at  dmoz-odp.org/Society/Work/Workplace_Spirituality

 

pliant.org/personal/Tom_Erickson/WorkAndSpirit.html,  Essay:  Work  and  Spirit,  An  essay  by  Thomas  Erickson.

orkplace_Spirituality&url=http%3A%2Fitstime.com%2Frainbow.htm"

 

itstime.com/rainbow.htm,  Seven  Principles  of  Spirituality  in  the  Workplace,  Outline  of  practical  spirituality.

orkplace_Spirituality&url=http%3A%2Fangelfire.com%2Fla3%2Fspiritcounts%2F"

 

angelfire.com/la3/spiritcounts,  Spirit  Counts!,  A  monthly  newsletter  which  seeks  to  encourage  the  global  workforce  to  enhance  feelings  of  interconnection,  trust,  and  job  satisfaction.  Motivation,  places  to  stimulate  thought,  notes,  reaction,  books,  events  and  some  fun  notes.

 

clarityfacilitation.com/papers/intro.htm,  Spirit  in  Conflict,  Through  four  interviews,  explores  how  people  who  work  with  conflict  find  and  identify  a  spiritual  foundation  for  their  work.

 

angelfire.com/id/joanmarques/Articles/Spirituality_is_not_religion.html,  Spirituality  is  not  Religion,  Article  which  discusses  definition  and  what  workplace  spirituality  should  be.

 

workmatters.org,  Work  Matters,  Regional  ministry  that  teaches  workers  how  to  integrate  their  faith  into  their  jobs.

 

northernway.org/workplace.html,  Workplace  Spirituality,  Business  Week  magazine  article  focusing  on  the  growing  presence  of  spirituality  in  Corporate  America.

 

Christian  Workplace  Websites  at  dmoz-odp.org/Society/Work/Workplace_Spirituality/Christian

 

24sevenfaith.com,  Seeks  to  enable  people  to  express  their  faith  at  work.  Offers  overview,  workplace  as  mission  field,  church  leaders  support,  place  in  the  world,  medical  evangelism  and  video  clip.

 

businessalpha.org.au  Australian  course  about  understanding  the  meaning  of  life  run  in  the  business  or  workplace  setting.  Overview,  questions,  content  and  how  to  register.

 

faithandworkproject.org  UK  based  and  aims  to  research  and  to  promote  practical  approaches  to  the  application  of  Christian  ethics  within  business  and  professional  life.  Overview,  thoughts,  papers  and  activities.

 

faithatwork.org.nz  Training  and  resources  related  to  career,  life  planning,  the  theology  of  work,  everyday  spirituality,  ethics  for  the  marketplace  and  mission  of  laity  from  a  Christian  perspective.

 

hillcities.org  Organization  seeking  to  provide  spirituality  in  the  workplace.  Includes  overview,  methods  of  working,  brochure  and  an  FAQ.

 

marketplaceleaders.org  Seeking  to  help  men  and  women  fulfill  God's  call  on  their  lives  by  understanding  the  role  faith  plays  in  their  workplace  calling.  Mentors,  toolbox,  Bible  study,  workshops  and  articles.

 

theologyofwork.org  International  project  to  research,  write  and  promote  a  comprehensive  understanding  of  what  the  Bible  teaches  about  vocation.  Offers  history,  events  and  FAQ.

 

worklife.org  Helps  pastors  and  churches  train  workers  on  workplace  spirituality.

 

Chapter 3. Workplace Issues 3

 

Mental, Emotional, Personal Problems 

 

The law is quite clear regarding the personal lives of workers.  If it's not interfering with the job, mind your own business to protect yourself from a legal point of view.

 

Behaviors that seem odd or eccentric are better left alone unless they interfere with production. If the behaviors are disruptive, you can offer assistance through the employee assistance program if you have one, offer to help the employee by talking it out or put him on probation and let the chips fall where they may.

 

The Social Security Administration, the Department of Veterans Affairs and the EEOC all recognize some mental/ emotional illnesses as disabilities so as an employer, that's bad for you because you just can't kick them out. 

 

You have to come up with some type of reasonable accommodation for them and sometimes even retire them with disability benefits.

 

If the employee insists he is not crazy or mentally ill, then he is accountable for his behavior and you can put him on probation for acting like a nut. 

 

Most mentally/ emotionally ill people are not crazy like crazies in movies, they're usually, moody, angry, frustrated, miserable, stressed out people. 

 

In my opinion, if you can't control your inner states and be at least neutral with people, you've got a bad attitude and I don't want any of these people in my workplace.  I would go through the disciplinary process to either get rid of them or get them to shape up.

 

Paycheck Audit

 

Verify that your paycheck is accurate and check on taxes.

 

paycheckcity.com

isaca.org/content/contentgroups/journal1/20033/using_caats_to_support_is_audit.htm

paycheckcity.com/products/terminationcalc.asp, info about your last paycheck.

auditnet.org/docs/payroll.txt

salary.com/advice

freedownloadscenter.com/business/accounting_tools/payroll_2005.html

 

Pets at Work/ Pet-Friendly Workplace

 

Some workplaces allow employees to bring their pets in to be with them during the job.

 

If you want your boss to consider it, give him this article.

 

dogfriendly.com/server/general/workplace, list of companies that allow pets in the workplace.

 

Religion in the Workplace

 

Keep religion out of the workplace unless you're all the same religion then you can share with each other but if there's an atheist in the room, leave him be.  Most atheists have analyzed their lives and concluded that God is a myth.  They're not lost souls.  They're logical people who have thought it through.

 

There's nothing wrong with identifying your business as a Christian or Moslem business but don't force it on employees or customers.  It can be construed as harassment.

 

It's a two-way street.  I don't want people hassling me with their religion but at the same time there are some laws in place that grant employees certain rights in practicing their religion at work such as wearing their unique clothes or taking certain days off.

 

Any discussion of religion in the workplace is Title VII of the Civil Rights Act of 1964.

 

Try #291.1785 at the library.

 

spiritatwork.org, international center for spirit at work

acas.org.uk/media/pdf/9/j/guide_religionb_1.pdf

amazon.com/religion-workplace-pluralism-spirituality-leadership/dp/0521529603, book by douglas a. hicks.

bjconline.org/cgi-bin/2007/03/workplace_religion_the_new_civ.html

thestreet.com/print/story/10382589.html

nd.edu/~dsikkink/ethics.html, ethics in the workplace.

businessweek.com/1999/99_44/b3653001.htm

christianitytoday.com/workplace/articles

clearleadinc.com/site/freedom-of-religion.html

concurringopinions.com/archives/2008/03/does_religious.html

aclu.org/religion/

eeoc.gov/facts/backlash-employee.html

encyclopedia.com/doc/1g1-171523867.html, whatever your religion, workplace values make sense.

entrepreneur.com/management/legalissues, know what accommodations you're legally required to make when employees need time off work for religious observances.

religionlink.org

faithintheworkplace.com

hrc.org/worknet, human rights campaign.

intermedia-inc.com, workplace diversity educational materials.

littler.com/presspublications/index.cfm, religion in the workplace: the challenges of balancing productivity and employment rights. nfib.com/object/io_21697.html, create a workplace policy for religion.

northernway.org/workplace.html, workplace spirituality.

ou.org/public_affairs/article/article_congress_religion_workplace/

religionintheworkplace.com

religionnewsblog.com/category/religion-in-the-workplace

religioustolerance.org/wrfa.htm, religious freedom in the workplace.

 

The IRS W-4 Form at Work

 

When you start work, you'll need to fill out a form called the W-4.  This tells your employer how much money to take out of your check to pay federal income taxes.  Companies also usually hold back money for Social Security.

 

paycheckcity.com/W4/w4instruction.asp

irs.gov/pub/irs-pdf/fw4.pdf

 

Time Management Info

 

Work expands to fill the time available for its completion.

Parkinson's Rule

 

To me, time management is one of those modern useless psychobabbly fields because if you're not naturally inspired and intuitively know what you have to spend your time on and do next, forget it, you're a lost soul. 

How do you expect to win at life when you don't even know within yourself what to do with your time to get to wherever you want then turn to some phony field called time management which gives you a bunch of mechanical one-liners about how to structure your life like a rat in a regimented scientific study.  Sounds as boring and one-dimensional as our so-called conventional self-help gurus of the day.

 

For the sake of doing my job thoroughly, here are some one-liners from this fake field of time management.

 

Plan your day.  Set priorities.  Stick with them.  Keep track of problems encountered and successes. 

Know your most productive times, work hard during them then relax afterwards in the ebb and flow that is your life.

 

Delegate some work.

 

Work on your paperwork.  Don't let it build up.

 

Keep a tidy, clear desk.

 

Don't have bullshit meetings.  Have specific meetings that find solutions to problems.

 

What wastes your time and interrupts you?  Minimize it.

 

What causes procrastination?  Minimize it.

 

Live up your vision.  Let nothing interfere with the work you must do day by day.

 

When something goes wrong, send it to the repair shop or take the steps to fix it and continue to work on your vision in whatever capacity you can.

Don't waste time on pop culture entertainment, playing with yourself, rewarding yourself, talking gossip with the gang, etc.  Do a solid block of work then knock off if you want.

 

Always have a rough idea of what you want to accomplish today then do it.

 

Procrastination is another word for uninspiration.  If something doesn't inspire you, get out of that business.  The key to life is to find something that inspires you so much that you never tire of doing it like me putting together these books because I love the process of exercising my mind.

 

Love your work then it won't feel like you're competing with your leisure/ personal time.

 

Get organized.  Clean your desk and your office.  Tie up all your loose ends.  Deal with paperwork as it comes in.  throw away what you won't deal with.

 

Don't let things pile up.

 

Make up a weekly or monthly list of all things you must do.  Delegate some to subordinates, do some yourself and eliminate the rest as things you won't do.  Schedule your days too.

 

If you have a lot of paperwork, organize it in folders by topic or alphabetical order.

 

First things first.  Do your important tasks.  Either delegate the trivial ones or forget about them.

 

Don't panic.  Simply stop watching TV at night and work those extra hours until you get caught up.

 

Stay calm no matter what.  Nothing is worth losing your health for.

 

Minimize meetings.  When you have them, stick to the agenda, solve the problem and move on.  Have meetings during lunch hour.

 

If your memory is poor, write things out in your notepad so you will remember to do them.

 

Use a calendar, notepad, appointment book and address book.

 

Have generic letters already composed so you don't have to waste time rewriting them.

 

Don't waste time reading the newspaper or most magazines.

 

Live close to the office so you don't have to waste time in traffic.

 

Have a phone or internet meeting rather than taking a trip.

 

Don't waste time going to a trade show or conference.  Get a subordinate to go and bring you back a report.

Refuse to see people until you're finished with your daily workload.

 

Put a Do not Disturb sign on your door, saying you will be available at 4 o'clock.

 

If you need to do some serious work, don't go to the office.  Stay home and shut the phone off.

 

Think before you act.  Common sense can save a lot of time.

 

Learn to say no to people who want you to do things for them.

 

If you must, set up a schedule for yourself and stick to it no matter what.

 

Don't play phone tag.  Either deal with all your phone calls when you get them or put a note on your answering service or instruct your secretary to tell all callers to call back between 4 and five o'clock, that's when you answer calls or you could take the messages and call them back when you get your base work done.

 

Clean up all the trash on your desk.  Delegate the paperwork there to a subordinate or take care of it yourself.  Once you deal with a problem, remove the paperwork from your desk.

 

Shut your cell phone off when working.  Better still, don't get a cellphone.  Just get an answering service for your main phone.

 

The harder you are to get a hold of, the less people will bug you for trivial things and the more work you will be able to do.

 

Assign a daily time when people can come talk to you like between 4 and five o'clock and if someone comes at another time, point to the sign on your door and tell them to come back.

 

Don't waste time.  Focus on your main job.

 

High tech gadgets don't necessarily save time.  They just add work.  Get rid of some of them.

 

Stress doesn't help you which is why you shouldn't take on too much work.

 

Do all your routine tasks to get them out of the way or delegate them to a subordinate.

 

Don't have kids if you value your free time.

 

Don't waste time doing things for cultural brainwash sake.  Only do the things you really want to do.

 

Don't feel like you owe people time to socialize daily.  Make it clear you need x amount of time to work and might socialize a bit after you get it done.

 

Read self-help books at #155 to #158 at the library.  For spiritual, peace of mind books, try #290-293 at the library.

 

Keep your life balanced.  There are holistic medicine books at #615.5 at the library.

 

Check out #131.337, 1558.1, 613.019 and 616.8 at your library for a detailed look at stress and what it can do to you.

 

For books on meditation, check out #158.12, #294.34, #299.93 and BP605 and BQ5618 of the Library of Congress system at the library.

 

You can improve your memory and reading ability through the sections in these topics in this book.

 

Go to my education book for information on how to improve your mind and calm down.

 

Go to #640.43-50 or BF637 for books about self-management, time management, work and family, etc. 

If you want a book on time management from the business point of view, try #650.12 or  HD69 and HF5547 at the library.

 

30boxes.com

projectmanagementsource.com/2007/02/time_management.html

wikihow.com/be-punctual, how to be more punctual.

medicinenet.com/script/main/art.asp?articlekey=47924, help for the chronically late.

ehow.com/how_948_manage-time.html, how to manage your time.

mindtools.com/pages/main/newmn_hte.htm, time management from mind tools.

wikihow.com/manage-your-time, time management.

gc.maricopa.edu/emt-fsc/acrobat_files/emt104_course_pack/managing_time.pdf, managing your time effectively.

cob.sjsu.edu/nellen_a/timemgmt.pdf, managing your time.

rememberthemilk.com

43folders.com

palmsource.com/interests/timemanagement/

rio.maricopa.edu/distance_learning/tutorials/study/time.shtml, managing your time effectively.

couns.uiuc.edu/brochures/time.htm, time management.

time-management-guide.com

alistapart.com/articles/pickle, time management: the pickle jar theory.

abrio.com

tadalist.com

organizeyourselfonline.com

google.com/calendar

timemanagement-goalsetting.com

amacombooks.org

ballancetime.com

bin95.com/freeebook.htm

calendar.netscape.com

calendar.yahoo.com

calendars.net

businesstown.com/time/time.asp

calendarzone.com

chatelaine.com/organized

crossitoffyourlist.com

datereminder.co.uk

daytimer.com/resource/library/index evite.com

getorganizednow.com

hotdiary.com

iping.com, free telephone reminders.

listorganizer.com, how to get organized.

napo.net, 847 375 4746, national assn. of professional organizers.

organizedtimes.com, service that teaches you to be organized.

profitinfo.com/catalog

procrastinus.com

resourcefulorganizer.com

scheduleonline.com

suite101.com

supercalendar.com

tgon.com

thebusywoman.com

thebusywoman.com

timecube.com, schedule an e-mail to be sent in the future.

timemasters.com.

upunlimited.com

 

Unemployment Benefits Info/ Unemployment Insurance

 

The unemployment compensation program was established by the Social Security Act of 1935.  The spirit of it was and continues to be to provide a weekly cash benefit to workers who are temporarily unemployed and help them get re-employed.

 

Unemployment insurance (UI) programs are administered by state governments but the federal government has established basic minimum standards for how it is run.

 

Currently the minimum benefit period is twenty-six weeks.  In some economically depressed areas, a thirteen-week extension may be granted. There is generally a one-week waiting period before benefits start.

 

Every state has different laws regarding unemployment.  Unemployment benefits come down to fault.  If the unemployment is your fault, like getting fired, quitting or doing something wrong, you won't get benefits or only limited benefits that start later than losing your job to factors beyond your control.  If it's beyond your control like a lay off or downsizing, then you get benefits.

 

Generally, you're eligible for unemployment benefits if you have at least a year of employment to your record in which taxes have been taken out and have been terminated for any reason beyond your control.

 

If you have quit, you might still be eligible, especially if you have a note from a doctor saying you have chronic fatigue syndrome or something like that. 

In some places, if you quit a job, you have the option to appear before a board at a formal hearing who will hear your case and decide if you merit receiving employment insurance. 

If you can prove it was a horrible job with poor working conditions, there's a good bet you will be able to collect.

 

If you were laid off by your employer for any reason other than being fired for incompetency, call your local unemployment office (the number is in the phone book) or go down with your pink slip, fill out some forms and you should get your first cheque within weeks.

 

If you were fired, you have to talk to one of the government counsellors who then contacts your employer, talks to him or her and decides whether you qualify for unemployment or not.

 

In most areas of the United States, you can work a year (52 weeks) then collect unemployment for six months (26 weeks) or even longer in some economically depressed areas.

 

Most labor departments have some kind of requirement where you have to document that you're actually looking for work by handing in a list of places you've applied at every few weeks or so in order to keep collecting cheques but enforcement is lax. 

Once you start collecting cheques, you can usually tap dance around their requirements.

 

The generic questions they might ask you to check up on you are as follows:

 

In the previous week:

 

Were you actively seeking full-time work?

Did you refuse an offer of work?

Did you receive your first payment from Social Security or a pension which you have not already reported or was there a change in the amount previously reported?

 

Did you start school, college or training, which you have not already reported to the Department of Labor?

 

Did you receive vacation pay, severance pay or workers' compensation benefits, not previously reported?

 

Did you work full-time or part-time for an employer or in self-employment or return to full-time work for the week ending last Saturday, which you have not already reported?

 

Unemployment insurance starts only when you file a claim at your local unemployment insurance office after you've been terminated from employment. 

You need your Social Security number, your record of employment for the previous year and you have to fill the form in completely and accurately.  The first cheque will come in about two to three weeks.

 

Look in your phonebook for the local office and request the free Unemployment Insurance Handbook.

 

The general requirements are that you have worked a minimum number of weeks, usually at least 20, more often 52 and/ or earned a minimum salary.  The minimum salary varies in different states. 

Most states pay benefits only for 26 weeks.  Massachussetts and Washington pay up to 30 weeks.  Sometimes in depressed areas, the government extends benefits beyond the usual 26 weeks.

 

Benefits are generally about 50% of former salary with a cut-off maximum for those with very high salaries. The pay you receive for unemployment is based on the past four quarters  in which you were employed.

 

The two highest paying quarters are averaged and the final result usually works out to half of what you were making per week while employed.

 

Some states offer an extra few bucks per cheque for every dependent that you have called a Dependency Allowance.  If you get a part-time job while you're collecting unemployment, you can still collect partial benefits.  If you've worked fulltime but your hours are cut back, you could claim partial benefits.

In most states, there is a maximum weekly compensation rate that such that anyone who makes a high salary can still only collect the max which is currently around $400 per week.

 

Every state has different exclusions, for example, agricultural workers, domestic workers or self- employed people aren't covered in many states. 

You must show that you're willing and available to work and accept a reasonable job if one is offered to you.

 

Once you get terminated from employment, file immediately because there is a waiting period.  Bring your SSN card to the unemployment office. 

You may have to wait in line because they're often busy.  Get the form, ask for the handbook and fill it out as clearly as possible.

 

If you're denied for unemployment benefits, you can appeal twice.  You fill out an Appeal Form then a go to a small hearing in front of a judge where you explain why you think you deserve benefits.  You're allowed to bring witnesses.  Your former employer may be there to state why you shouldn't receive benefits. 

The second appeal is in front of the State Superior Court. 

If you're desperate, you can apply for welfare, food stamps and go to local food banks. 

Go to your state government employment services office or employment security office.

 

Look up the state employment office in the phone book.

 

To find out your state's rules, go to servicelocator.org, click onto "find unemployment insurance filing assistance."

 

Unemployment Websites

 

jobline.net/futincome1.htm

 

careeronestop.org/LocalHelp/UnemploymentBenefits/find-unemployment-benefits.aspx

 

doleta.gov/programs/uibene.htm, unemployment benefits.

doleta.gov/programs/uiinfo.htm, unemployment insurance.

 

clarkhoward.com/topics/unemployment_insurnce.html, unemployment insurance guide.

careeronestop.org/reemployment/getimmediatehelp/unemploymentbenefits.aspx

chooseust.org, unemployment services trust.

des.ky.gov

npmapestworld.org/management-channel/legal-primer/docs/unemployment-compensation.htm

does.ci.washington.dc.us, does.dc.gov

doleta.gov/programs/uibene.htm, unemployment benefits.

doleta.gov/programs/uiinfo.htm, unemployment insurance.

hrdc.gc.ca/ei/common, unemployment insurance canada.

iowaworkforce.org

mdes.ms.gov

unemployedworkers.org

unemployment.com

unemploymentbenefitservices.biz

urban75.com/action/jsa/jsa1.html, job seekers allowance, a survival guide, this guide is to help people deal with the changes at the dole office under the j.s.a. vec.virginia.gov

wa.gov

 

Uniforms/ Workwear

 

naumd.com, uniform manufacturers and dealers assn.

 

cheap-scrubs.com

carhartt.com

gear911.com

scrubsboutique.com

bluecollarsupply.com, lockport, il.

bluecollarworkwear.com

cobmexuniformapparel.com, corporate uniform uniteduniform.com

workingperson.com/products

become.com/blue-collar-work

officerstore.com

bestbuyuniforms.com

1printerink.com

scrubsme.com. med.

janouras.com, largest supplier of career apparel in the eastern caribbean.

bestbuyuniforms.com

allheart.com, medical.

angelica-corp,.com, healthcare uniforms.

anthonys-uniforms.com, medical.

chiefsupply.com

cysuniforms.com

fireoutuniform.com, firefighter.

gemplers.com, the outdoor workers' source.

landau.com, healthcare uniforms.

oshkoshbgosh.com, work wear.

postalserviceuniforms.com

postal-uniforms.com

postaluniformsonline.com

postaluniforms.us

uniforms.com

uniformsplus.com, 800 767 5731

workngear.com

workwear-usa.com, 800 208 1662

zieglers.com, clergy.

 

4imprint.com

800-982-9159

Custom imprinted t-shirts, etc.

 

chefwearusa.com

800-568-2433

 

culinaryclassics.com

800-373-2963

 

dornanuniforms.com

800-223-0363

 

wassermanuniform.com

800-848-3576

 

Wearguard Work Clothes

800-388-3300

wearguard.com

 

wondergloves.com

888-596-6337

Work gloves.

 

Vacation Deprivation

 

Vacation deprivation is a term used to describe people who are fully entitled to vacations but don't take them either because they're workaholics or need the money.

 

Some people don't take vacations because they love their work.  Some like some business owners can't.

 

Others need the money.  They would rather work and get money for their vacation time. 

Some people aren't entitled to vacation time until after a few years on the job.

 

Still others are workaholics.  They don't know what to do with themselves during a vacation.

 

I've seen a list of vacation days by law by country.  France has 36 days a year.  Canada has 18.  United States has 14. 

If you love what you do, everyday is a vacation.

 

career.jobboom.com/work-life/relaxation-vacation

emarketer.com/article.aspx?1003986

expedia.com/daily/promos/vacations/vacation_deprivation/default.asp

geneclark.net/vacation-deprivation.html

vacationdeprivation.com

wordspy.com/words/vacationdeprivation.asp

 

Wake-Up Phone Call

 

Get a free wake-up phonr call for your alarm.

 

wakerupper.com, wakerupper. iping.com/mrwakeup_menu.asp, mr. waker up.

 

Work Gear For Sale

 

professionalequipment.com nautilussafetyfootwear.com/links.htm, footwear features on work shoes, steel toe boots toolsofthetrade.net

discountsafetygear.com

 

Work Satisfaction/ Job Satisfaction

 

There are really not too many noble reasons why people like work except for the few artists out there.  Most like their jobs if they have friends there and have fun or enjoy each other's company in peace.  It's all about the people you work with. 

 

After that are the idealistic things like you're helping people or making an impact.  Next comes a boss who appreciates them. 

 

After that, it's all about how they're treated. 

 

In the old days of Work Efficiency vs. Human Relations Studies, they found workers wanted very simple things that seemed to make a lot of difference for them. 

 

They wanted a window in the workplace that they could see out of.

 

They didn't want to have to ask permission to go to the bathroom.

 

They want to be left alone if their doing the job right.  They don't want the boss hovering over them, checking them out all the time.

 

They want to be told in advance about working overtime.

 

They obviously want a relaxed, stress-free, friendly workplace.

 

They don't like arrogant bosses who belittle them in front of others.

 

If you give people the simple things like meaningful work and respect, most will like their jobs.

 

Books about job satisfaction are at #650.14 or HF50 to HF549.5 at the library.

 

som.yale.edu/careers/cdp/self/values.ppt

archives.cnn.com/2000/career/trends/10/23/job.dissatisfaction

australiadir.org/ytik/employee-opinion-question-survey.html

careerjournal.com, some articles.

 

d.umn.edu/student/loon/car/self/career_transfer_survey.html

employee-satisfaction-survey-software.com, confirmit customer satisfaction survey software, employee satisfaction surveys.

esurveypro.com/employee_satisfaction.aspx, employee satisfaction surveys.

forums.jolt.co.uk/archive/index.php/t-381307.html, some people like to work and get great job satisfaction from their work.

grapevinesurveys.com/employee_satisfaction.aspx, employee satisfaction surveys.

isnare.com, technology and work satisfaction.

theage.com.au/news/theladder/camaraderie-key-to-work-satisfaction/2006/06/23/1150845367407.html

 

Job Humor Websites

 

cartoonstock.com/directory/s/stressful_job.asp, stressful job cartoons

jokes4all.net/funclips/job/funclips.html

workjokes.tripod.com workjoke.com workinghumor.com

ishouldbeworking.com atworkandbored.com

blogit.com/blogs/blog.aspx/career_job_humor

dilbertblog.typepad.com

dilbert.com

oz-q.com/humour/career.html

jibjab.com/jokebox

break.com/index/toughest_job_in_north_korea.html

careerdfw.org/j/humor/62-cartoons/133-close-to-home.html

 

Work Songs

 

worksongs.com

unionsong.com planningcommunications.com/jf/work_songs.htm

change.monster.com/articles/jobsongs

 

Protective Clothing Business Websites

 

alluniforms.com,  All  Uniforms,  Delaney  Linen  Service,  purchase  or  rental  of  garments  for  industrial,  laboratory  and  medical.

 

drsocks.com,  Dr.  Socks,  Specialty  socks  for  diabetics.

 

cherokeeuniforms.com,  Strategic  Distribution,  L.P.,  Manufacturer  of  Cherokee  brand  uniforms,  scrubs  and  footwear  in  a  variety  of  colors  and  styles. 

 

elfcopatientgowns.com,  Elfco  Patient  Gowns,  Patient  gowns,  medical  and  health  care  supplies.

 

fapomed.pt,  Fapomed  SA,  Manufacturers  of  nonwovens  based  surgical  drapes,  gowns  and  packs.

 

gkservices.com,  G  and  K  Services,  Class1  cleanroom  garments.

kappler.com,  Kappler  Manufacturing  Services,  Produces  Protective  fabrics,  apparel  and  accessories  for  industrial,  medical,  hazmat  and  cleanroom.

 

lac-mac.com,  Lac-Mac  Limited,  Manufactures  and  markets  protective  clothing  for  surgical  staff  and  professionals.

 

mobbmedical.com,  Mobb  Medical  Ltd.,  Manufacturer  of  scrubs  and  uniforms.

 

newenglandlinen.com,  New  England  Linen  Supply,  A  linen  and  uniform  rental  service  fully  equipped. 

 

protecheyewear.com,  Protech  Leaded  Eyewear,  Manufacturer  of  radiation  protective  eyewear,  gloves,  sleeves,  aprons  and  barriers. 

 

rizues.com,  The  Rizues,  Ltd.,  Development  and  supply  of  core  medical  garments  and  protective  wear.

 

saramedical.com,  Sara  Medical  Supplies  Factory,  Manufacturer  of  laboratory  plastic  disposable  products.

 

vidaro.com,  Vidaro  Corporation,  Produces  RF  protective  clothing  for  wireless  and  broadcast  environments,  EME  protective  suits  for  electric  powerline  and  high  voltage  environments.

 

weberwear.com,  Weber  Wear,  Medical  gowns.

 

Glove  Business  Websites  at  dmoz-odp.org/Business/Industrial_Goods_and_Services/Industrial_Supply/Safety_Equipment_Supplies/Apparel/Gloves

 

acknitindia.com,  Acknit  Knitting  Limited,  Manufacturer  and  exporter  of  seamless  gloves,  leather  gloves  and  apparel.

agsagomma.com,  AGSA  Gomma,  Produces  x-ray  protection  and  cut-resistant  gloves  and  gynecological  gloves.

 

ansellpro.com,  Ansell  Occupational  Healthcare,  Manufacturer  of  gloves  and  personal  protective  apparel. 

 

carolinaglove.com,  Carolina  Glove  Company,  Work  related  gloves  for  industrial  and  consumer  use.

 

chagrinsafetysupply.com,  Chagrin  Safety  Supply,  Ohio  latex  supplier  of  medical  and  dental  gloves,  latex  and  non-latex.

 

eeglove.com,  EE  Glove,  Gloves  and  protective  gear. 

 

espuna.fr,  Espuna  SAS,  Manufacturer  of  protective  leather  gloves.

 

familyglove.com,  Family  Glove  Co.,  Ltd.,  Manufacturer  of  PVC  and  NBR  gloves. 

 

hatch-corp.com,  Hatch  Corporation,  Gloves  for  law  enforcement,  medical  and  industrial  safety.

 

hopfat.com,  Hop  Fat  Gloves  Manufactory  Ltd.,  Manufacturers  and  tanners  of  leather  work  gloves  for  industry.

 

j-eastermann.com 

 

justexamgloves.com,  Just  Gloves,  Sells  gloves  designed  for  medical  exam,  emergency  services,  food  service  and  other  industries  requiring  hand  protection.

 

kinco.com,  Kinco  International,  Inc.,  Distributor  of  industrial  safety  gloves.

 

kinggloves.com,  King  Gloves,  Manufacturer  and  supplier  of  seamless  string  knit  gloves.

 

libermann.com,  Libermann,  Manufacturers  and  exporters  of  leather,  cotton  and  textile  gloves. 

 

lukschal.com 

 

mcrsafety.com,  MCR  Safety,  Manufacturer  and  distributor  of  industrial  gloves.

 

metasco.com,  Metasco  International,  Manufacturers  and  exporters  of  gloves  for  industry  and  sports.

 

napaglove.com,  Napa  Glove  and  Safety  Inc.,  Manufacturer  and  distributor  of  industrial  gloves  and  personal  protective  equipment.

 

newhorizonsltd.in,  New  Horizons  Ltd.,  Manufacturer  and  exporter  of  leather  work  gloves  and  personal  protective  equipment. 

 

pvcglove.com,  All  Fine  Rubber  Products  Inc.,  Specialized  in  producing  rubber  gloves. 

 

reflectiveglove.com,  Excel  Gloves  and  Supply,  Manufacturers  of  safety  reflective  gloves.

 

rencogloves.com,  Renco  Corporation,  Supplier  and  manufacturer  of  industrial  products. 

 

ronco.ca,  Ronco  Protective  Products,  Manufacturer  of  disposable  and  reusable  gloves  and  polyethylene  products. 

 

superiorglove.com,  Superior  Glove  Works  Ltd.,  Distributor  of  industrial  gloves,  wiping  cloths  and  personal  protective  equipment.

 

techniglove.com,  TechNiGlove  International,  Inc.,  Manufacturer  of  disposable  nitrile  gloves  designed  for  use  in  critical  cleanroom  environments,  sterile  non  medical  applications  and  various  industrial  jobs.

 

wahfungtrading.com,  Wah  Fung  Trading  Company,  Manufacturer  and  exporter  of  industrial  work  gloves  and  personal  protective  products. 

 

Uniforms and Vestments Clothing Business Websites at dmoz-odp

 

Subcategories 

Academic

Corporate

Ecclesiastical

Hospitality

Medical

Safety

Shopping

Sports

 

admdirect.co.uk,  ADM  Workwear,  UK. 

 

advancedembroidery.biz,  Advanced  Embroidery,  USA. 

 

alfauniformes.com.mx,  Alfa  uniformes,  Mexico. 

 

alpinespirit.com,  AlpineSpirit,  Private  label  manufacturing. 

 

anchortex.com,  Anchortex  Corporation,  USA. 

 

apronman.com,  Apronman  Aprons,  USA. 

 

arrowuniform.com,  Arrow  Uniform,  USA. 

 

bolmoor.co.uk,  Bolmoor  Industries,  UK. 

 

brigade.uk.com,  Brigade  Workwear,  USA. 

 

carhartt.com,  Carhartt,  Designer  of  workwear,  lifestyle,  men's  women's,  kids',  footwear  and  personal  protective  clothing.

 

collvett.co.uk,  Collvett  Corporate  Work  Wear,  UK. 

 

corporateworkwear.com,  Imagine  Corporate  Workwear,  Ltd,  UK. 

 

daystarapparel.com,  DayStar  Apparel,  USA. 

 

dempseyuniform.com,  Dempsey  Uniform  and  Linen  Supply,  Offers  uniform  rentals,  linens  and  dust  control  to  Central  and  Northeastern  Pennsylvania. 

 

dgworkwear.co.uk,  DG  Workwear,  Ltd,  UK. 

 

farooqgarments.com,  Farooq  Garments,  Pakistan. 

 

finessetextiles.com,  Finesse  Textiles,  UK. 

 

firewear.com,  American  Firewear,  Inc,  USA. 

 

firstcorporateuk.com,  First  Corporate  Clothing  Limited,  UK. 

 

flightsuits.com,  Flight  Suits,  USA. 

 

glove-world.com,  Austins  Marmon,  Hong  Kong,  China. 

gm-workwear.com/index.htm,  Guston  Molinel,  Vietnam. 

 

gransfors.us,  Gränsfors  Bruks,  USA. 

 

grassi.it,  Alfredo  Grassi  SpA,  Italy. 

 

harveys.co.uk,  Harveys  and  Co.,  Ltd,  UK. 

 

highvizshop.co.uk,  Highvizshop,  UK. 

 

hthughes.com,  HT  Hughes,  UK.Industrial  clothing,  overalls,  work  wear.

 

hunchan.com,  Hunchan  Limited,  Hong  Kong,  China. 

 

imagecreations.co.uk,  Image  Creations,  Design  and  manufacture  of  embroidered  workwear,  polo  shirts,  t  shirts,  caps  and  hotel  supplies.

 

inbredthreads.com,  Inbred  Threads,  USA. 

 

isacco.it,  Isacco,  Italy.Professional  clothes  in  hotel.

 

jsd.co.uk,  Jermyn  Street  Design,  UK. 

 

leosworkwear.com,  Leo's  Workwear,  Germany. 

 

libertyuniform.com,  Liberty  Uniform,  USA. 

 

mandhuniforms.com,  Hartelius  and  Murphy,  Custom  design  and  manufacture  of  uniforms  for  the  airline,  municipal,  transportation  and  cruise  line  industries. 

 

mimteks.com,  Mim  Tekstil,  Ltd,  Turkey. 

 

mlkishigo.com,  ML  Kishigo  Co,  USA. 

 

morganservices.com,  Morgan  Services,  USA. 

 

mrcharles.com.au,  Mr  Charles,  Australia. 

 

polwex.pl,  Polwex,  Poland. 

 

proclothing.co.uk,  Pro  Clothing,  UK. 

 

raschel.co.id,  Raschel,  Indonesia. 

 

richlu.com,  Richlu  Manufacturing,  Canada. 

 

rivars.com,  Rivar's  Custom  Show  Apparel,  USA. 

 

salonweardirect.co.uk,  Salon  Wear  Direct,  UK. 

 

sandhuniforms.com,  S&H  Uniforms,  USA. 

 

shinedesigns.net,  Shine  Designs,  USA. 

 

silex.gr,  Silex,  Greece. 

 

sofitex.com,  Sofitex,  Ltd,  Bulgaria. 

 

system5s.com,  System  5S  Pvt. 

 

techmax-progear.co.uk,  Techmax  Pro-Gear,  UK. 

 

topazblue.com,  Topaz  Blue,  UK. 

 

tuffaworkwear.com.au,  Tuffa  Workwear,  Australia. 

 

tw-bracher.co.uk,  T  W  Bracher  and  Co  Ltd,  UK. 

 

uniformityclothing.co.uk,  Uniformity  Clothing,  UK. 

 

uniforms.com.hk,  Anton  Hill  Co.,  Ltd,  Hong  Kong. 

 

universaloverall.com,  Universal  Overall  Co,  Manufacturers  of  industrial  workwear.

 

wearform.com,  WearForm,  Provides  work  uniforms  for  all  industries  from  restaurant  work  to  industrial  jobs. 

 

work-master.com,  Workmaster,  China. 

 

workinggarments.com,  Ningbo  Junhua  Trade  Co.,  Ltd,  China. 

 

workzoneapparel.com,  Work  Zone  Apparel  and  Promotions,  USA. 

 

wyedean.com,  Wyedean,  UK. 

 

 

Chapter 4. Everybody Lies

 

Lie Detector/ Polygraph

 

Polygraph/ lie detector tests were outlawed for use in integrity testing in 1987.  They're just too unreliable.  Testing on their reliability has proven inconclusive at best.

 

The Federal Employee Polygraph Protection Act forbids the use of polygraph/ lie detector tests for pre-employment screening. 

 

Employers can request that you take a polygraph if you're suspected of a crime or in the interests of security only.  Polygraph testing law in the workplace differs for every state, totally illegal in some.

 

The Federal Employee Polygraph Protection Act is riddled with loopholes which in fact make polygraph examinations legal in many circumstances. The law does not regulate the administering of polygraph examinations between any parties outside the employer-

employee relationship.

 

In an employee-employer relationship, employees can voluntarily agree to take a test at any time, however, he or she can refuse to take the test or stop the test at any time and the employer can take no legal recourse against the employee for the refusal but we all know this is garbage because by asking an employee to take a test voluntarily, you're putting him or her on the spot, implying that if they don't take it, they must be hiding guilt.  Also, an employer prevented by law to take legal recourse can still make life miserable for the employee in other indirect ways.

 

A polygraph can be administered to an employee if all of the following conditions are met:

 

The test is administered as part of an ongoing theft, embezzlement or other investigation at the company where there is economic loss.

 

The employee had access to the property that is the subject of the investigation. 

 

The employer has reasonable suspicion that the employee was involved in the activity under suspicion.

 

The employer provides a written statement before the examination which:

 

Sets forth with particularity the specific incident or activity being investigated and the basis for testing particular employees;

 

Is signed by a person (other than a polygraph examiner) authorized to legally bind the employer,

 

Is retained by the employer for at least 3 years, and

 

Contains at a minimum:

 

(1)an identification of the specific economic loss or injury to the business of the employer,

 

(2)a statement indicating that the employee had access to the property that is the subject of the investigation, and

 

(3) a statement describing the basis of the employer's reasonable suspicion that the employee was involved in the incident or activity under investigation.

 

The employee must be provided with a written notice of the date, time and location of the test, and of such examinee's right to obtain and consult with legal counsel or an employee representative before the test. This notification must also describe the nature of a polygraph test.

 

The employee must be provided the opportunity to review the test questions before the test and be informed of the right to terminate the test at anytime.

 

After the test the employer must further interview the employee on the basis of the test results; provide the employee with a copy of any opinion or conclusion rendered as a result of the test and a copy of the questions asked during the test along with the corresponding charted responses.

 

Several industries are exempt from The Employee Polygraph Protection Act and can require mandatory examinations. These are generally companies in the law enforcement, national defense, security, alarm, prescription drug manufacturing and distribution companies and money delivery services

 

A company which violates these rules is subject to civil liability up to $10,000 per violation plus lost wages, reinstatement and legal fees incurred by the employee.

 

Remember, the polygraph is just a measure of bodily functions.  It's not a real direct lie detector so employers cannot take adverse action against an employee based solely on the results of a polygraph examination.

 

The polygraph examiner must be licensed in the state where the examination occurs (if that state licenses polygraph examiners), cannot conduct more than five examinations a day and each examination must last no more than ninety minutes.

 

The results of a polygraph examination arising from an employer-employee relationship are to be held confidential between the examiner, employer, employee and any court, arbitrator, mediator or concerned government agency.

 

All employers are required by law to post a notice in the workplace summarizing employee rights under this act.

 

Try your local phonebook Yellow Pages for Lie Detector or Polygraph, watch TV talk shows which sometimes give websites for lie detector companies and contact them.

 

The Employee Polygraph Protection Act of 1988 is located at 29 USC 2001.

 

antipolygraph.com

antipolygraph.org

psychologymatters.org/polygraphs.html

polygraph.org

blackhillspolygraph.com

brainwavescience.com, new technique.

 

floridapolygraph.org/members

indianapolygraphassociation.com

nol.org/home/sos/polygraph, nebraska.

polygraph.com

polygraphexpert.com, 323-932-0200

polytest.org

reid.com, 800-255-5747, company which claims to detect deception and guilt through body language.

 

American Polygraph Assn.

5700 Bldg., #800

Pob 8037

Chattanooga, Tn 37414-0037

800-272-8037

423-892-3992

Fax: 423-894-5435

polygraph.org

polygraph.org/states

 

nationalpolygraph.com

877-npa-poly

 

Lie Detector/ Functional Magnetic Resonance Imaging/ FMRI

 

There is now technology where they take pictures of your brain to see if the part of the brain that deals with deception lights up. 

 

fmri.org

3quarksdaily.blogs.com/3quarksdaily/2007/05/fmri_lie_detect.html

halfbakery.com/idea/fmri_20polygraph

imagilys.com

medicalnewstoday.com/articles/17036.php

news.bbc.co.uk/2/hi/health/4051211.stm

pda.physorg.com/lofi-news-lie-people-fmri_90598606.html

rsna.org/pr/target.cfm?id=206

temple.edu/temple_times/2-10-05/lies.html

 

Beat the Lie Detector

 

In order to beat a lie detector test, note that it is nothing more than an EKG, a medical machine that monitors physiological bodily functions. 

 

The easiest way to beat it is to really believe the lies you're telling as though you were a psychopath.  Be a compulsive liar throughout the test. 

 

The harmless questions the guy asks that he expects you to tell the truth on like your name, address, etc. are his baseline on which he determines your metabolism so to speak and sharp deviations from these are considered lies so what you do is to think of an embarrassing situation or tell yourself you're lying to him all the while doing things to stress your body like bite your tongue, pinch yourself with your free arm not hooked up to the polygraph or simply tense your body while you answer the question all meant to screw your results up. 

 

After he asks you these simple, harmless questions, try your hardest to be calm when he asks you other questions, particularly the ones where you will be lying so the general rule of thumb is to tense up when you're answering a harmless question or any question truthfully and relax when lying. 

 

Take a tranquilizer before you take the test.  Think of anything else but the questions.  Think of a hot sex scene throughout the test or do multiplication tables in your head.  If they ask you if you did something dishonest, think in your mind that it wasn't dishonest, it was entirely justified and you're right.

 

One guy says put a tack under your big toe in your shoe and press down on it to receive a jolt of pain everytime you answer a simple baseline question.  The more self-imposed stress you bring on yourself during the baseline part, the better for you.

 

Try your local phonebook Yellow Pages for Lie Detector or Polygraph, watch TV talk shows and contact them.

 

antipolygraph.com

floridapolygraph.org/members

indianapolygraphassociation.com

nol.org/home/sos/polygraph, nebraska.

polygraph.com

polygraphexpert.com, 323-932-0200

polytest.org

reid.com, 800-255-5747, company which claims to detect deception and guilt through body language.

 

American Polygraph Assn.

5700 Bldg., #800

Pob 8037

Chattanooga, Tn 37414-0037

800-272-8037

423-892-3992

Fax: 423-894-5435

polygraph.org

 

nationalpolygraph.com

877-Npa-Poly

 

Detect a Liar

 

A liar looks in a downward position to the left.

 

The golden rule to detect a liar is to accept the fact upfront that everybody has the potential to lie and many people often do to make a situation go easier (the white lie) or simply to build up their egos (the ol' big fish story). 

 

The biggest giveaway is the person who pauses before he speaks either making up the story as he goes along or checking his memory to see if he's violated other parts of his so-called story. 

 

What I mean is that quite often when you lie, you have to create a bunch of other lies to keep the story straight and then when you meet the person later, he'll have in his mind your lies from the past which he may accept as truth and you may have forgetten all about them or you may vigilantly have to cover for them.

 

Watch out for charmers, most are liars.  Don't assume that because someone doesn't look you in the eye, they're lying.  Many smooth cons will look you straight in the eye while they're lying their eyes out. 

 

Conversely, many people that are nervous with first encounters are not necessarily liars.  There is no universal sign of a liar but it's a good bet if they lie with the small, trivial stuff, they'll lie with the big, important stuff. 

 

Research on deception has shown that many people try to fake facial expressions but most true, real expressions are very short, hence, if someone puts on a facial expression that lasts longer than five seconds, it's probably fake.  True facial expressions are those that last less than one second.  Watch out for a facial expression that doesn't jive with the verbal statement.

 

Along with the pause, watch out for a lot of "ahs" or "uhhs", higher tone of voice and body language.  Liars often try to go to a monotone and show no body language but watch for something like a clenched fist or a shrug which is often a good indicator that the person is lying.

 

Amateur liars often change both body language and voice tone when lying.  If you want to catch a liar, ask a quick two or three follow-up questions and see how quick he gets flustered then you'll both know he's lying.  If all else fails, tell him he's lying and ask for the truth.  If you alienate yourself from him, you lose.

 

blifaloo.com/info/lies.php, how to tell if someone is lying

aicpa.org/pubs/jofa/nov2001/wells.htm

amazon.com, how to spot a liar: why people don't tell the truth.

associatedcontent.com/article/20087/how_to_tell_if_someone_is_lying.html

blifaloo.com/info/lies.php

brudirect.com/dailyinfo/news/archive/july04/120704/wn03.htm, why lying can sometimes do more good than harm.

digg.com

econlog.econlib.org/archives/2005/05/detect_lie.html

encarta.msn.com/encnet/features/columns/?article=lyingtell

hws.edu/news/update/showwebclip.asp?webclipid=1577

indianchild.com/people/howtotellsomeonelying.htm

lsulegacymag.com/issues/march06/story8.html

medicinenet.com/script/main/art.asp?articlekey=50286

news.bbc.co.uk/1/hi/in_depth/sci_tech/2002/leicester_2002/2245487.stm

paulekman.com/pdfs/who_can_catch_a_liar.pdf

people.howstuffworks.com

sciencenews.org/articles/20040731/bob8.asp

signs-of-lying.com

signs-of-lying.com/how_to_tell.html

thetruthaboutlying.com

thewebzine.com/articles/120405liedetection.html

truthaboutdeception.com

wendi.com/video/html/spot_a_liar.html

whyfiles.org/shorties/162lie_detect/

 

Chapter 5. The World of Work, Industry and Economic Development

 

Work Info Websites

 

irs.gov/publications/p521/ar02.html#d0e1163, retirement plans

dol.gov/esa/whd/fmla, most organizations with 50 or more employees provide up to three months of unpaid leave for personal or family illness and parental leave for the birth of a child.

insidecareerinfo.com, uses data from the bureau of labor statistics

workteams.unt.edu, center for the study of work teams.

9to5.org, workplace rights.

aar-eeo.com, affirmative action register

abetterworkplace.com

aclu.org, workplace rights.

aclu.org/feedback, workplace rights.

advancingwomen.com

agnr.umd.edu/nnfr/research/workfam

ala-apa.org/toolkit.pdf, advocating for better salaries and pay equity toolkit.

awid.org/work/

awlp.org, alliance of work/ life professionals.

balancetime.com, time management.

behindthelabel.org, sweatshops.

beststart.org/practprod/newmaterials/howtos/wrktoc, how to build partnerships in workplaces.

betterwork.org

betterworkplacenow.com

bigfatblog.com

blog.larixconsulting.com/blog/workworking

bls.gov, know your legal rights at work

bluecollarandproudofit.com

brainware.com, books.

bscw.fit.fraunhofer.de/, basic support for cooperative work.

business-ethics.com

buyblue.org, work activism news.

careerjournal.com, feeds.careerjournal.com, lots of general articles.

careerjournal.com/columnists/

careerjournal.com/columnists/cubicleculture/

careerjournal.com/columnists/workfamily

careermag.com

cawl.org, center for advancement in work and living.

ccsd.ca, council of social development.

cdc.gov/niosh/violpurp.html, workplace centerforworkandfamily.com

cepaa.org, social accountability.

cew.wisc.edu, center for education and work.

clari.news.labor

cleanclothes.org, talks about workers' rights commission.

cnn.com/2008/living/worklife usatoday.com/money/workplace notwork.com

cnn.com

careerjournal.com/myc/workfamily/

communicationmiraclesatwork.com

compugraph.com/clr, campaign for labor rights.

conference-board.org

cord.org, center for occupational research and development.

corpwatch.org corporate watch. on-call.org employee assistance program, on-call is a 24 hour telephone counseling and employee employer-employee.com, employer-employee, helps employer/employee resolve workplace problems. sexual harassment, employee motivation,. nfb.ca/fmt/e/cat./2045.html, health and safety.

coworkerhints.com, anonymously help solve co-worker problems such as bad breath, body odor or flatulence with this service's kind and tactful letters.

cwfr.la.psu.edu/dirlist.htm, work and family research.

cwu.org, communications workers union.

dailynews.com/goodlife/atwork

dialogweb.com, databases.

difficultconversations.com

discriminationattorney.com

docpotter.com employer-employee.com

dol.gov, department of labor.

dol.gov, u.s. department of labor.

dol.gov/dol/wb/public/wbpubs/elderc, work and ebri.com, employee benefits research institute.

doleta.gov, employment and training administration.

doleta.gov/foia, freedom of information

dreamscape.com/frankvad/search.employment.html, virtual employment

eeoc.gov, equal employment opportunity eiro.eurofound.ie, european industrial relations eldercare.

employeeissues.com

employees.org workforce.com, information on workplace law, training and development, human resources.

employer-employee.com

employmentreview.com, employment review magazine.

en.wikipedia.org/wiki/international_working_people%27s_association, communist group.

encyclopedia.freedictionary.com/nedludd, wage slavery.

enjoyingwork.com

entrepreneur.com/worklife entrepreneur.com/worklife/healthandfitness workz.com employees.org news.yahoo.com/s/nm/20070424/hl_nm/obesity_workers_dc, obese workers cost more.

epinc.org, economic press.

ernieford.com/sixteentons, wage slavery.

fairtraderesource.org

families&work.org

familiesandwork.org

familiesandwork.org

familiesandwork.org/summary/worklife.pdf

fedworld.gov/jobs/jobsearch.html

findlaw.com

fiveoclockclub.com

givemebigmoney.blogspot.com

globalwomenstrike.net

globecareers.com, articles about the working world.

gositewave.com, optimize the way you work

hardatwork.com

hardatwork.com, constructive communication.

hardatwork.com, organization made up of people who help each other do better in our real jobs.

hbswk.hbs.edu/archive, articles.

hc-sc.gc.ca/hppb/ahi/workplace

hpw.org.uk/archive/leafletsandposters/smallwor

hrc.org/worknet

hrdc.gc.ca/worklife

hrlawforum.com, human resources at work.

hrmskills.com yourjobcoach.com/index.php

hrwire.com, human resources.

humancapitalinstitute.org/hci/research_blogs_blog

huxley.net/studyaid/bnwbarron, wage slavery.

igc.org/igc/labornet/index, labor net.

igc.org/labornet

ilo.org, international labor organization.

ilo.org/wow/lang--en/index.htm, world of work magazine.

ilr.cornell.edu, workplace issues ivillage.co.uk/workcareer/survive/persondev/qas/0, 156475_156750,00.html, loneliness at work.

inddist.com, free articles about work.

i-resign.com, non-quitting options (work-leave, vacations); sample

ivetriedthat.com usa.gov/citizen/topics/education_training.shtml, work place issues.

ivillage.co.uk/workcareer

ivillage.com/work

iww.org, industrial workers of the world.

jobsandmoms.com mysuburbanlife.com worldcommunity.info

jobsearchtech.                            dead website, try dotdash.com, thebalance.com and thoughtco.com

jobsearchtech.                            dead website, try dotdash.com, thebalance.com and thoughtco.com
/od/workplaceissues/workplace_issues.htm, workplace issues

jobstresshelp.com

johntreed.com/succeedingindex.html

justpeople.com/contentnew/careeradvice labornet.info laborrights.org

laughnet.net/career.htm, job related humor. jobstresshelp.com, job stress help. laborlink.org workworld.org reallifesolutions.net, work-life balance.

law.cornell.edu/lii.html, work law lawyers.com, list of lawyers.

lawprofessors.typepad.com/laborprof_blog

lifework.arizona.edu

massgeneral.org/mghfc/pdf/employerguide.pdf

meaningfulworkplace.com, healthy workplace.

molorls.org/ceonline/event.aspx?id=220, generational differences at work.

moneybluebook.com/category/work, work.

msn.com, message boards in workplace issues.

naceweb.org, national assn. of colleges and employers.

nathannewman.org/laborblog

nationalpartnership.org/workandfamily/

nela.org, national employment lawyers' assn.

newwork.com

newwork.com, brave new work world.

nlcnet.org, national labor committee.

notmydesk.com/essays

ombuds-toa.org, the ombudsman assn., dedicated to helping ombudsmen.

osha.gov, occupational safety and health.

osha.gov, the osha home page.

parentsoup.com, childcare while at work.

paulgraham.com/procrastination.html

pbs.org/livelyhood/workingfamily/familytrends.html

pbs.org/now/politics/workhours.html

phac-aspc.gc.ca/pau-uap/fitness/work, business case for active living at work

portergroup.com/html/careerseekers/helpfulres_evaluatingoffer.htm, evaluating a job offer.

psychologytoday.com/blog/work-matters

quitam.com, for whistleblowers.

randstad.com/the-world-of-work livingwagecampaign.org, the living wage resource center

resignation letters

respectinc.com, gender and age differences in the workplace.

rightsatwork.org

rtc.pdx.edu/pgprojcommon.php, families, employers and education

sbaonline.sba.gov, small business administration.

search.bnet.com/search/technique+and+worker.html

shrm.org/hrresources

simplerwork.com

simplerwork.com, changing how we work in the information age.

slackermanager.com

sloan.org, the alfred p. sloan foundation, the foundation's working families program.

spiritatwork.org, spirituality at work.

spiritualityofwork.com genwi.com/play/392325, playing practical jokes on your coworkers.

stats.bls.gov, bureau of labor statistics.

successunlimited.co.uk

svn.net/mikell, workplace violence.

swt.org, shorter work-time group. tbs-sct.gc.ca/pubspol/hrpubs/hwhmt/harae thefamily.org/work

thefacilitator.com

theidler.com, advocate for less work.

theworkfoundation.com hrc.org/worklife, human rights.

theworknumber.com

timeday.org, books about minimizing work, uaw.org/publications/jobspay

unionweb.org

usatoday.com/money/workplace/

uschamber.com/cwp/default.htm, center for workforce preparation.

usworkforce.org

vcn.bc.ca/timework/worksite.htm

vinfen.org, improve the workplace.

web.net/32hours, shorter work week.

welfaretowork.org

west.net/bpbooks/qwsidx, working together whistleblower.org

whitespeech.blogspot.com, white men forced out of their jobs because the jose's of the world need a job.

who want to verify whether a certain individual womenconnect.com

winningworkplaces.org, consulting strategies to improve workplace practices.

work.com

work.com

work911.com, workplace issues.

work911.com/articles.htm

work911.com/articles.htm

workaholics-anonymous.org

workers.org

workers.org cnn.com/2010/living/worklife

workersect.org

workfamily.com

workforce.com

workforce.com workers.org workerswritejournal.com

workforce.com workplace-communication.com relaxedworkplace.com workforce.com

workforce3one.org

workforceonline.com, workforce online, tap into a wealth of hr information. search the archives of workforce magazine

workforceonline.com/workplace, workforce magazine online.

workforcestrategy.org

workinamerica.org

workindex.com

workindex.com, directory of workplace-related web sites.

workingamerica.org newwork.com advancingwomen.com/work-life_balance workplacemedical.com, they provide professional on-site medical services

workinglife.typepad.com

workingsmarter.typepad.com

workingtv.com, labor issues and laws tv.

workingwounded.com

worklife.uconn.edu worklifebalance.ucdavis.edu/balancing/family.html

worklink.net

workplaceblues.com

workplaceblues.com/mental_health troubleatwork.webvena.com

workplacefairness.org

workplacespirituality.info

workrant.com, complain about your job.

workrights.org

workspace-resources.com, furniture, ergonomics.

workworld.com/community

 

Work Info Organizations

 

Families and Work Institute

267 Fifth Ave

Fl. 2

NYC 10016

212-465-2044

familiesandwork.org

"When Work Works: Workplace Flexibility Toolkit" helps employees make a case for flexibility.

 

International Coach Federation

2365 Harrodsburg Rd.

#A325

Lexington, KY 40504 888-423-3131

859-219-3580

coachfederation.com

Referral service to locate career coaches by state or province.

 

National Association for the Self-Employed

Pob 612067

DFW Airport

Dallas, TX 75261-2067

800-232-6273

nase.org

 

Professional Association of Resume Writers and Career Coaches

PARW/CC

1388 Brightwaters Boulevard N.E.

St. Petersburg, FL 33704

727-821-2274

800-822-7279

parw.com

 

Canadian Work Resources

 

awlp.org, alliance for work-life progress (awlp), strives to improve working in canada.

canadianlabour.ca, canadian labor congress.

careerstv.com caw.ca/caw, canadian auto workers.

cch.ca, job books.

ccrw.org/en, canadian council on rehabilitation and work

clbc.ca, labor and business center.

clc.ctc.ca, canadian labour congress, (clc).

compclaim.com, employers' resource for compensation, st. john, nb.

conflictatwork.com, conflict resolution, ottawa.

cupe.ca, canadian union of public employees.

employers with human resources.

for.gov.bc.ca/pab/jobs/accord.accord

hewitt.com, human resources firm.

hiredesk.com, company which assists hrpao.org, human resource professionals of ontario.

laborlaw.com

labor-travail.hrdc.gc.ca/worklife, work-life balance.

manionwilkins.com, employee morneausobeco.com, does retirement and benefits programs administration.

omers.com, ontario municipal retirement system.

royalbank.com/hr/world/workfamily

seidenhealth.com, medical services to corporate clients, doing medical testing in hiring employees, toronto.

stopworkplaceviolence.ca

training-innovations.com, consulting services.

vcn.bc.ca/timework,/worksite.htm, time work wcb.ab.ca, workers' compensation board, ab.

web/ shorter work time network of canada.

wfdcanada.com/nws_flex

whscc.nb.ca, workplace health safety and workers' comp. claim management.

workinfonet.ca

working4you.ca

workingtv.com, labor activists, canada.

worklifecanada.ca

workplace.ca

worksafebc.com, workers' compensation board, bc.

worksafebc.com/publications

worksafeforlife.ca

wsiat.on.ca, workplace safety and insurance wsib.on.ca, workplace safety and insurance.

 

Conference Board of Canada

255 Smyth Road

Ottawa, Ontario K1H8M7

613-526-3280

Fax: 613-5264857

conferenceboard.ca

 

Institute for Work and Health

481 University Avenue

#800

Toronto, ON

416-927-2027

iwh.on.ca

 

Work Family Solutions

Pob 93091, Brampton S.P.O.

499 Main Street South

Brampton, On L6Y 4V8

800-284-5742

905-454-8504

Fax: 905-454-8582

work.familysolutions@sympatico.ca

 

Work, Family and Life Consulting

Services

122-20820-87th Avenue

Langley, BC ViM 3W5

604-882-2555

wflcon@compuserve.com

wso.net/wfl/

 

Work-Life Harmony Enterprises

207 Shaughnessy Blvd.

#601

North York, On M2J 1J9

416-497-8942

Fax:  416-492-8799

nspinks@netcom.ca

 

Workforce Preparation Websites/ Workforce Education Websites

 

aces.edu/crd/workforce/pubs.html, workforce development publications/factsheets.

bls.gov

careerinfonet.org/acinet/crl/library.aspx, state workforce development resources.

dol.gov

heldrich.rutgers.edu, heldrich center for workforce development.

ilo.org/global/what_we_do/publications/ilobookstore/lang--en/index.htm, workforce

ilo.org/public/english/employment/skills/index.htm, guide for employers: meeting the youth employment challenge.

ilo.org/public/english/employment/skills/resources/publ.htm, learning and training in a

ilo.org/public/english/employment/skills/workplace/index.htm, supporting workplace learning for high performance.

ilo.org/public/english/employment/strat/global.htm, global employment trends.

iseek.org/education/workbased.html, work-based learning programs; overview.

jff.org, work related learning guide.

jff.org/publications/workforce/new-national-approach-career-navigation-/1022, career navigation for working learners; a new approach.

knowledge society.

library.nald.ca

nationalskillscoalition.org

ncwe.org, national council for workforce education.

ncwe.org, national council for workforce preparation.

nde.state.ne.us/techprep/wbl/wbl.manual.htm, work-based learning manual nebraska.

onetcodeconnector.org

publications, international labor organization.

servicelocator.org/owslinks.asp, state workforce offices.

stats.bls.gov/opub/rtaw/message.htm, report on the american workforce.

workforcestrategy.org

workforcestrategy.org, workforce strategy center.

worklink.coe.utk.edu/home.htm, workforce education special collection.

workplacebasicskills.com

workreadiness.com, national work readiness credential.

pte.idaho.gov/forms_publications/divisioninformation/work-based-learning-manual.pdf

 

Workforce Investment Websites

 

doleta.gov, state workforce investment

doleta.gov/programs, workforce development initiative.

doleta.gov/usworkforce/whatsnew.cfm, what's new in workforce investment.

icw.uschamber.com/program/workforce-development, workforce development.

investment boards.

nawb.org/resourcecenter/links/tabid/102/default.aspx, state workforce

nga.org