You have an exciting work environment...people are running around like crazy, lots of energy and enthusiasm all over the place, and everyone is having a great time...except for one employee who doesn’t “get into that”. This employee is sitting at the desk, quietly doing his/her work. And you notice when you are in meetings, this employee rarely speaks up. Do you see them as a hindrance to your organization? Hopefully not!

With cold season in it's prime, I've been working with many of my clients recently to find ways to reduce the impact on both the business and employees. Options that will decrease the need for employees to see their primary care physician for simple issues like sore throats, allergies, flu, etc. How about you, are you looking for a tool that will provide your employees the health care they need that is cost-effective? Have you ever considered telemedicine? Telemedicine can play a role in changing the way we seek and obtain medical advice, diagnoses and prescriptions.

Compliance around FLSA laws and regulations is in the spotlight and will remain there for a while from the look of the current landscape. The old adage applies, ‘where there’s smoke, there’s fire.’ Anyone watching events unfold can agree, the Dept. of Labor sees the smoke. The fallout from non-compliance is costly.

Every employer has to deal with staff leaving. Sometimes it’s best for the employee to move on whether it’s for family reasons or because he or she wants to grow professionally. Sometimes, you may find that you have a few challenges going on internally. Nonetheless, as the manager, you should ensure your employee’s offboarding process is as smooth as possible. A successful offboarding can not only benefit you, but the exiting employee as well. Let’s explore a few of strategies that will ensure a successful offboarding- starting with the opportunity to receive feedback.

By now, I am sure you are aware of the changes made to the Rehabilitation Act of 1973 by the Obama Administration. Designed to address the barriers associated with employment of individuals with disabilities, Section 508 of the Rehabilitation Act outlines the compliance requirements for federal contractors.

As a manager, I’m sure you have brought on quite a few new hire employees. Some of these employees, when beginning employment, can “jump right in” and become a part of the team. However, others may take some time to adjust to the new culture. To assist in culture assimilation and the learning of company policies and procedures, I always recommend creating a mentor or buddy program for my client's new hires. They've already invested a lot of time and resources in finding the best candidates, so by instituting this as part of their onboarding program, they are ensuring a smooth transition and investing in their future success.