If you live anywhere in the region you may have noticed the Girl Scouts cookie booths at the entrance to every grocery store taking place now. If by some small chance you haven’t seen one at your local supermarket, I am sure someone in your office has the cookie form and is helping out with orders on behalf of their daughter, granddaughter, or their niece. Other similar types of fundraisers or sales that may be occurring in your office include popcorn sales for Boy Scouts, jewelry such as Silpada, and/or beauty products like Mary Kay or Avon. While we all love the opportunity to support our colleagues and communities, the larger your business grows, the more frequent these "in-office solicitations" can occur. If you are concerned about this becoming a disruption to your business, you may want to consider setting a precedent before the flood gates open.
Total Rewards | Risk Management | Business Management & Strategy | Employee Relations
At some point or another while running your business, you unfortunately will likely need to let someone go, also referred to as a separation or termination of employment. Typically, businesses run into these reasons because either they are cutting costs or have someone performing poorly at their job. Majority of states across the nation, are at-will, meaning they have the right to separate employment at any time. However there are some caveats, therefore your Human Resources team should always keep detailed records to justify the decision to ensure that employee’s rights are not violated and to ensure all federal and state laws are followed during the process.
A question I have been asked by business owners and executives of rapidly growing contractors is, “who do you turn to when you need to respond quickly to a proposal?” What are the options available to GovCons who need support in recruiting for proposals? Proposal recruiting has a unique set of challenges. There are direct costs associated with responding to an RFP and if done properly the payoff for an organization can be high.
Recently, a National Labor Relations Board (NLRB) Regional Director ruled that an employer failed to comply with a requirement to provide available employee contact information to the union prior to an election, thereby resulting in an order to hold a second election (Danbury Hospital, 01-RC-153086). Although the ruling in such a pro-union political climate was not entirely unexpected, the result is still a cause of concern for employers, in part because of the “quickie” election rule implemented this past April.
